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Respond ti each peer initial posting with 3-4 sentences long.

Peer #1 initial post

In the Autocratic model, the manager acts independently from their employees, with the expectation being that the employees will implement the decisions made by the manager without opposition. In this way, decision-making is in its most efficient state, as separate opinions do not need to be considered. Once a decision is reached by the manger, implementation can immediately begin. In this same vein, the risk of conflict is in many ways circumvented. Because there is such a clear separation in power, employees are not in a position to present conflict. However, while this model may seem more efficient, the motivation for low-level employees is undermined. As stated in the text, "Supervision that is overly controlling undermines intrinsic motivation and shifts workers' attention away from the job itself and toward external concerns" (Denhardt, Denhardt & Aristigueta, 2013 p.75) If motivation is connected to enthusiasm, the autocratic model cripples itself by not promoting individual enthusiasm.

In the Custodial model, the power is centered on monetary gain. Managers are following the profits being garnered and the factors affecting those profits. Employees are acting to emphasize those profits and control the factors they can, and in return, they are provided job security and monetary rewards. This improves motivation, as there is a tangible result of the employees' efforts. But power still lies mainly with the manager, as they have the ability to take away the rewards or even the job security at any moment if they see fit. Decisions are all also based on the bottom-line for the company, which also hinders the creativity of a discussion, as this model functions on metrics and results. This is how competitive environments are created, where the struggle for reward without subjectivity forces employees to focus on their own individual gain to survive. From completion like this conflict gets bred.

In the Collegial model, employees and managers work together towards a common goal. This model contradicts the autocratic style and generates motivation by allowing employees to voice their ideas openly. It follows the belief that "workers who believed that they had meaningful input into organizational decision making were more creative than those who did not" (Denhardt, Denhardt & Aristigueta, 2013 p. 74). In keeping efficiency in mind as an organizational goal, though, this model puts a strain on the decision-making process by having to take more opinions into account in every action. This can sometimes go hand-in-hand with promoting conflict by providing more opportunities for employees to disagree on any idea. The manager's power is also undermined, as they have lost some authority by proposing that they are on the same level as their inferiors.

The Supportive model accents the encouraging behaviors that stimulate motivation for employees. By maintaining positivity, conflict is also dealt with in an efficient manner. Emotions that would normally reinforce strife between employees can be neutralized by an authority figure supporting good attitudes and patience. Decision-making falls into a middle ground between the autocratic and collegial models. The manager may consider the needs of the employee, but the employee may not have a direct role in any changes that are made. Also, power dynamics remain similar to the autocratic and custodial models. The manager has final say on what is decided, and what rewards (in this case usually not monetary) are dealt, but they still maintain a relationship with the employee. This lets the employee get comfortable with promoting their ideas, but the manager can still take them or leave them, maintaining authority without losing enthusiasm.

Peer #2 initial post

Motivation, power and influence, decision making, and conflict may be viewed as different in each Organization Behavior models. The Autocratic Model is a style in which management is in a strong position of authority. Employees are dependent on the boss. Within this model, the employees are not as motivated. Decision making tends to be reliant on the higher ups as the power and influence is focused within management. From a conflict perspective, a boss is going to look for someone who will do the job and is less likely to cause drama or work outside of the box.

The Custodial Model follows the thought that managers are motivated by money. This tends to result in employees being motivated by security and benefits. Decision making can be based on what is going to turn out the most money which could possibly cause conflict from employees if that doesn’t result in benefitting them.

The Collegial Model is a partnership from manager to employees with focus toward teamwork. Power and influence seem to be much more balanced in this model. Decision making is a collaboration which gives employees more pride in their performance. It is possible that with a collaboration, there is less conflict if everyone involved feels like they are a part of success.

The Supportive Model displays managerial positions being more supportive. Employee motivation is found within job performance and participation. Recognition is valued when performance results are achieved. An employee may support decisions and the resolution to conflict due to the fact that they feel appreciated for their contribution.

I tend to lean toward the supportive model and the collegial model though each has its place in different scenarios. There is something about feeling involved in the greater good so collaboration and support are important to me. I think they are important in non-profit scenarios as well. A commission based position may be best under the custodial model.