Analysis using motivation theories
In relation to the case, it can be noted that the input of employees is directly related to the remuneration awarded to the employees. Bartol (2007), discuses that for a reward: employees and individuals are likely to put more effort to achieve the said objective. As illustrated in the organization, the remuneration structure and benefit scheme does not suffice the amount of work the employees undertake. This leads to dissatisfaction and discomfort in execution of work projects leading to delays in project submission. Despite Lisa being the employee of the quarter, this did not accord her a promotion or salary increment. As a result, decrease in her work output is expected and her motivation and vitality in the work place is affected immensely. Customer relations will be affected as a result .
ERT Theory
Employers should take into consideration the numerous needs that an employee requires to fulfill. Employees have an unconscious need for personal growth, self-development and actualization. Effective management should embrace safety and psychological needs of an individual. . Lisa feels threatened by the appointment of a new trainer, Leanne. Her proficiency in IT sets her apart from her colleagues. The manager seems to prefer her services neglecting his older employees in the organization.
Growth of employees is affected by lack of training and orientation. These problems are aggravated by a poor job design and lack of employee development. A lot of employees felt threatened and go on to seek employment in competing organizations resulting in resignation. Moreover, if growth is not facilitated in an organization, employees seem to regress to relatedness needs: good rapport with people interacted with, self-esteem and aspiration for significance.
Employee’s existence should never be threatened by virtue of a poor remuneration structure and reward system. Employees are motivated by salary but the organization does not reward hard work and commitment.
Main Problems defined
References
Aswathappa, K. Human Resource and Personnel Management. New Delhi: Tata McGraw-Hill Education, 2005.
Bartol, Kathryn M. Management Foundation 2e. Australia: McGraw-Hill, 2007.
Champion, Marjorie R. Creating Engagement: The Use of Expectancy Theory in Customer Relations. Michigan: Proquest, 2008.
Dubrin, Andrew J. Essentials of Management. Cengage Learning, 2008.
Griffin, Ricky W, and Gregory Moorhead. Organizational Behavior: Managing People and Organizations. Cengage Learning, 2011.
Harris, Michael M. Handbook of Research in International Human Resource Management. Hove: Psychology Press, 2012.
Hoffman, Stephanie. Classical Motivation Theorie- Similarities and Differences. GRIN Verlag, 2007.
Koontz, Harold, and Heinz Weihrich. Essentials of Management. New Delhi: Tata McGraw Hill Education, 2006.
SWOT Analysis
