Case Study Of Maslow's Motivation Theory

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Being in a relaxed environment and not feeling any negative emotions during work really does enhance the ability for workers to do a good job. The reason why these workers were motivated during the first summer was because Joe had a very relaxed leadership style. He managed the workers the way he would have liked to be managed, and that worked well because he is all about getting work done. He understood that to have high-quality workers, they need to be happy. The motivation theory that perfectly explains this scenario is the Maslow’s Needs Hierarchy Theory (McShane, Steen, & Tasa, 2014). The reason why is because the workers felt comfortable in all the levels of the hierarchy of needs. The workers were set on the physiological level because …show more content…
While it is very important to expand a small business, any owner must make sure they keep the company culture the way it always was, and in Joe’s case, very relaxing and open. The first thing to do is to remove any toxic workers from the work environment. This includes the two supervisors who were just not compatible with the company culture Joe has tried to instill. Joe made his company very relaxing, open, and a type of company that just cared about getting work done, not how it was being done. Another important thing to note is that no one felt like they were being micro-managed from Joe’s team. Later in the next year when the new employees were hired, the new supervisors set up very strict scheduling and forced certain quotas to be met. This was all alongside the fact that the new supervisors micro-managed the team to the whole new level to the point where the employees had their job satisfaction rating decrease. This is a very negative thing to do because it shows that the supervisors did not trust the company employees. When all these negative points add up for an employee, they lose motivation to want to succeed in the company. This scenario is very unfortunate because now Joe blames these actions on the supervisors who were supposed to do a better job than how Joe would have liked them to do. A company culture like this where the workers were scared of telling the supervisors feedback just meant that they could not take feedback. This is a perfect example of why Joe should fire the two supervisors since they are not willing to improve and also assume they know everything about the role, which they clearly do not. Joe needs to go back to the drawing board and manage the team he hired himself like he used to. He should leave his plans for expanding for next summer so he will be able to spend more time looking

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