Introduction
This essay is a case analysis of the film Office Space. The essay presents the critical factors at Initech that cause Peter and the employees to feel so frustrated in their jobs. The essay gives recommendations on how those factors have been improved or eliminated. Herzberg demonstrates that the quality of motivation, physical conditions, benefits, salaries and company policies influence the motivation of workers. Maslow explains that self-actualization is the most important need at any workplace. The company denies the employees an opportunity to achieve their needs. The management should use dialogic communication instead of top-down communication. The Core issue is in the first section. Theories that explain the situation are in the second section. Theory-analysis is in the fourth section. Concluding logic is in the fifth section. Recommendations are in the last section.
The core issue in the movie is motivation. The movie is about three employees who are unhappy with their jobs, and they decide to avenge their boss. Everything at the organization goes wrong due to the inability of the executives to motivate the employees. The organization operates unethically by applying top-down communication. Top-down communication denies works the opportunity to participate in the decision-making process of the organization. The organization in the movie portrays ineffective management and irrational style of leadership. The company denies the employees an opportunity to achieve their needs. Peter hates his job to the extent that he becomes a cult classic.
Peter is discouraged to the extent that his girlfriend recommends that he sees a hypnotherapist. Although it appears that Peter’s bosses are causing his lack of motivation in the company, are there other factors that leave much to be answered concerning the company. Firstly, the executives of the organization are ineffective in their roles and communication. Secondly, the supervisors in the organization belittle their juniors. The work duties are mindless and the organizational culture discourages employees. The problem of motivation goes beyond Peter and the bosses when employees adopt extreme measures such as burning the company and stealing a lot of money. During the meeting with the consultants, many of the employees at the organization fail to describe what their jobs entail.
Theories that explain the situation
The main theories that explain the situation at Initech are Herzberg’s Motivation theory and Maslow’s theory of motivation. Herzberg’s theory presents various workplace features that cause satisfaction and happiness. According to Herzberg, motivating and hygienic qualities at the work place make workers satisfied, happy and contented with their jobs. The factors that motivate employees according to Herzberg include advancement, responsibility, challenging work and recognition. Additionally, Herzberg explains that the quality of motivation, physical conditions, benefits, salaries and company policies influence the motivation of workers.
Maslow explains that a motivation helps employees to satisfy their needs. Maslow explains that people have to attain lower needs because they are a motivation to pursue higher needs. The basic needs include shelter, food and clothing. The next level of needs is safety needs. Social needs are at the third level of Maslow’s hierarchy. In the fourth level, there are self-esteem needs. The self-actualization needs are in the last level of the hierarchy.
Theory-analysis
Herzberg’s motivation theory
Initech lacks the motivation qualities in Herzberg’s theory hence many of the workers are unhappy and frustrated with their jobs. The main reason Peter and his colleagues are unhappy and dissatisfied is the absence of motivation in the organization. Peter states that if he does not work his ass off, the company will ship extra units, and he will not see another dime. Peter’s statement implies that he is frustrated. The workers do not realize their recognition or achievement in the organization because the company does not compensate them well. The employees’ work in uninteresting because it lacks challenges.
The physical conditions at the organization reduce the enjoyment and satisfaction of the employees. The workers stay in small cubicles that block the windows. The copy machine is not functional, and the management purchases a poor quality of staplers. The management forces Milton to change desks and in the end he finds himself at the baseman where there are many cockroaches. The cubicles are compacted to the degree that the employees are at the mercy of each other’s distraction and noisiness. Peter’s decision to stop reporting to work explains his lack of motivation. Peter confesses to his hypnotherapist that it is his girlfriend who encourages to report at the job. Peter claims that every day at the workplace is worse than the previous day.
Abraham Maslow’s theory
The executives in the organization hinder the self –esteem needs of the employees by belittling them. The poor payment of employees at the company hinders employees from getting their basic needs. The employees do not have the means of attaining their self-actualization goals. Maslow explains that self-actualization is the most important need at any workplace. The company denies the employees an opportunity to achieve their needs. Employees in the organization only do the bare minimum to accomplish their tasks. During the meeting with the consultants, many of the employees at the organization fail to describe what their jobs entail.
Peter explains that he performs his tasks within fifteen minutes and spends the remaining time staring at a computer screen. The only source of motivation for Peter is good terms with the management otherwise the management can give him hard times. The management of the company disregards the needs and concerns of the employees. The film reinforces Lumbergh’s lack of concern for the junior employees. The employees at the organization are paranoid because they are afraid that they can lose jobs anytime. Milton was fired five years ago without his knowledge. These actions of nondisclosure from the top management deny employees’ safety needs such as job security.
Concluding logic
In summary, this essay is a case analysis of the film Office Space. The movie is about three employees who are unhappy with their jobs, and they decide to avenge their boss. The organization in the movie portrays ineffective management and irrational style of leadership. Peter hates his job to the extent that he becomes a cult classic. The main theories that explain the situation at Initech are Herzberg’s Motivation theory and Maslow’s theory of motivation. Maslow explains that a motivation helps workers to satisfy their needs. Herzberg’s theory presents various workplace features that cause satisfaction and happiness. The factors that motivate employees according to Herzberg include advancement, responsibility, challenging work, recognition, the quality of motivation, physical conditions, benefits, wages and company policies. Initech lacks the motivation qualities in Herzberg's theory hence many of the workers are unhappy and frustrated with their jobs. The main reason Peter and his colleagues are unhappy and dissatisfied is the absence of motivation in the organization. The executives in the organization hinder the self –esteem needs of the employees by belittling them. The management of the company disregards the needs and concerns of the employees. The film reinforces Lumbergh’s lack of concern for the junior employees. The poor payment of employees at the company hinders employees from getting their basic needs. The employees should be motivated by good salaries, and the organization should improve the employees’ physical working conditions.
Recommendation
Firstly, the management should show concern for the needs and satisfaction of the employees by responding to their grievances. The management should no belittle the junior employees, but it should empower and encourage them. The management should treat the employees as valuable assets. Secondly the executives should value the input of every employee in the organization. The management should use transformational leadership in managing the employees. Recognition of good performance among the employees is crucial in motivating them. Thirdly, authority and communication should be decentralized in the organization. The management should use dialogic communication instead of top-down communication. Fourthly, the top management should adopt ethical practices in the organizational culture. Sixthly, the employees should be motivated by good salaries. Seventhly, the organization should improve the employees’ physical working conditions. Eighthly, the organization should guarantee job security to all employees. Job security motivates employees. Ninthly, the managers should help the employees in realizing their self-actualization needs. Lastly, the top management should engage the employees when making decisions that affect the company.
