Profit sharing has failed to motivate because of the many reasons present at Discovery World. Firstly, Discovery World caused majority of their employees to worry when an amount of $10,000 was lost. This made many employees upset since they were not going to receive their bonuses as promised. Moreover, they began to think that they may lose their jobs- leading to having less faith in Robert and Beth. The Needs Theory discusses how the needs of a person may range from weak to strong and vary based on environmental factors. In the case, discussion arose of people advocating to lower housing costs in order for their jobs to be highly valued which is a possible reason why many may have experienced a large impact when the company went bankrupt.
…show more content…
Different emotions and feelings could have risen amongst employees as to why everyone is given the same amount of bonuses. The Circumplex Model can be used to provide explanations to many workers because most had negative emotions including unhappiness in regards to the profit sharing plan. When the employees were informed of the $10,000 loss that Discovery World went through they felt this was a sign of the company’s failure and potential shutdown leading to insecurity about the security their jobs. These emotions that may have influenced the way they perform at work since negativity from most employees caused fear, creating an environment which holds zero motivation and impulse to continue to work hard and efficiently. It also seemed that the employees had organizational commitment because when they discussed in regards to the bankruptcy, they portrayed fear of becoming jobless; many could have also had an emotional attachment with Discovery …show more content…
They also made the workplace feel similar to a homely atmosphere. Although they had low turnover rates and this could all go down to employee-manager relationships, both Beth and Robert still created strong loyalty and connection with their employees. This is the reason that made most of the employees withheld trust to share their personal issues. The reason behind not trusting their financial problems was due to the $10,000 loss the company made that month. This caused the employees to not trust them since Beth and Robert disregarded the employees’ thoughts during the disagreement with the decision made. These caused differences since they were more open about the personal problems, but failed to communicate successfully when the financial problems arose. Emotions created from the opening up process may have been buried beneath the current attitudes of unequal trust. Thus, when trust is violated, the employee-manager relationship suffers
Different emotions and feelings could have risen amongst employees as to why everyone is given the same amount of bonuses. The Circumplex Model can be used to provide explanations to many workers because most had negative emotions including unhappiness in regards to the profit sharing plan. When the employees were informed of the $10,000 loss that Discovery World went through they felt this was a sign of the company’s failure and potential shutdown leading to insecurity about the security their jobs. These emotions that may have influenced the way they perform at work since negativity from most employees caused fear, creating an environment which holds zero motivation and impulse to continue to work hard and efficiently. It also seemed that the employees had organizational commitment because when they discussed in regards to the bankruptcy, they portrayed fear of becoming jobless; many could have also had an emotional attachment with Discovery …show more content…
They also made the workplace feel similar to a homely atmosphere. Although they had low turnover rates and this could all go down to employee-manager relationships, both Beth and Robert still created strong loyalty and connection with their employees. This is the reason that made most of the employees withheld trust to share their personal issues. The reason behind not trusting their financial problems was due to the $10,000 loss the company made that month. This caused the employees to not trust them since Beth and Robert disregarded the employees’ thoughts during the disagreement with the decision made. These caused differences since they were more open about the personal problems, but failed to communicate successfully when the financial problems arose. Emotions created from the opening up process may have been buried beneath the current attitudes of unequal trust. Thus, when trust is violated, the employee-manager relationship suffers