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Motivation Case

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Katherina Boyd

on 15 April 2013

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Transcript of Motivation Case

Katherina, Raed, Cyril Resistance to Change Development of Strategy Maslow's Hierarchy of Needs Theory:
-The employees are feeling unmotivated because their basic needs are not being met.
-Lower order needs such as safety and physiological needs must be met. This is effective for people dealing with carpel tunnel syndrome.
- High order needs such as self esteem and self actualization can help people having trouble with the change of system.
- Maslow's Hierarchy of Needs would be suited best for the motivation of the employees. Motivational Issues Analysis of work Implementation of Strategy Immediate Background - Minnie Reems is an office manager of Worthless Paper Products Corporation, who is responsible for the work of approximately forty employees, of whom 26 were data processors or clerks.
- A team of consultants (third party company) conducts detailed, studies to improve the efficiency and output of the staff
- As a result, the employees became absent because of the work stress, physical problems, and low motivation.
- Reems wanted to implement procedural changes which would be mandated after the study was completed.
- Without productivity, the operation would probably be outsourced and everyone would be fired. The workers are feeling scrutinized by the F. Taylor Group assessment. Physical Issues Emotional Issues Workers were not motivated to come to work because they feel nervous, tense, and tired after being viewed as a "guinea pig" in the assessment. Resistance to Change A worker complained of carpel tunnel syndrome. One worker is adamant about not wanting to change just because management wants them to change. To keep the employees motivated while study goes on use: Development of Strategy Alderfer's ERG Theory:
-The employees could be re motivated if they have their existence, relatedness and growth needs met.
- Existence needs takes care of the physiological needs. eg. hunger, thirst etc.
- Relatedness needs ensures that the workers coordinate with the consultants.
- Growth needs ensures that workers have self actualization and desires to be creative, productive and to complete meaningful tasks. Development of Strategy McCelland's Acquired Needs Theory:
- By increasing the need for achievement, workers will do something better or master complex problems.
- By increasing the need for affiliation, workers will cooperate with consultants and maintain friendly, warm relationships.
- This theory will change the attitudes and morals of the workers thereby allowing a successful change. - Give people dealing with physical ailments work off and try to replace them with temps. (Maslow's Hierarchy of needs- lower order needs- desires for physical well being)
- Reems should increase motivation by recognizing and appreciating the work of the staff. (These are satisfier factors from Herzberg's Two- Factor Theory).
Implementation of Strategy Maintain an open dialogue with the workers, management and the F. Taylor Group to ensure that the workers relatedness needs are being met. Short Term Implementation of Strategy Long Term -Reems should introduce incentive programs to ensure that the staff feels appreciated and worthwhile. This will encourage productive performance. It will also promote workplace harmony and company loyalty. This will meet the needs of achievement and need for affiliation from McCellands Acquired Needs Theory.
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