a. Consider the situation where the manager changed the time period required to receive free food and drink from six to twelve hours of work. Try to apply each of the motivational approaches to explain what happened.
There are several company standards which inhibit optimal managerial job performance. Currently there is no criteria for the selection of managers, and once chosen there is no formal training program for managers. This puts the whole company at risk, without proper procedures and standards the company will not have a consistent manager practices, leading to inconsistent work expectancies and poor working relationships due to the lack of qualifications and performance capabilities. Therefore, assistant managers and night managers …show more content…
Since the employees felt under appreciated, they experience hostility towards the organization and the other co-workers. This in return results in diminished performance and poor working relationships.This lack of balance is what would leads to efforts to restore equity within the relationship between the managers and employees. Since the managers and lower level employees performed similar tasks within their jobs they experienced a mutual respect and their relationship was strong, but as the managers disappeared, the employee began to care less about company goals and direction. Motivation had completely disappeared further because management had removed the employee benefits and subjected them to getting tested to further eliminate benefit acceptance. There was no longer any trust reinforcing the negative performance within of the company.
Analyzing the case with the expectancy theory of motivation depicts that the employees of Perfect Pizzeria act in the way that they do, taking advantage of the situation because they do not see feel rewarded enough and they see more reward in know they can get away with what they want when the managers are not present. Unfortunately with the loss of the trust between management and employee further decreased their motivation and …show more content…
Previously their goal system had the ability for employees to desire more work hours, but without it in place there was also a decrease in the quality of their work. The only consistency this organization experienced was when a manager was on the floor with the employees monitoring their performance and helping facilitate communication, but as soon as management returned to their office the employees went right back to the more lax attitude towards work performance. If proper goals were set in place and standards were enforced they may have avoided the disconnect between management and employee and consequently keep them motivated to keep their percentages on
There are several company standards which inhibit optimal managerial job performance. Currently there is no criteria for the selection of managers, and once chosen there is no formal training program for managers. This puts the whole company at risk, without proper procedures and standards the company will not have a consistent manager practices, leading to inconsistent work expectancies and poor working relationships due to the lack of qualifications and performance capabilities. Therefore, assistant managers and night managers …show more content…
Since the employees felt under appreciated, they experience hostility towards the organization and the other co-workers. This in return results in diminished performance and poor working relationships.This lack of balance is what would leads to efforts to restore equity within the relationship between the managers and employees. Since the managers and lower level employees performed similar tasks within their jobs they experienced a mutual respect and their relationship was strong, but as the managers disappeared, the employee began to care less about company goals and direction. Motivation had completely disappeared further because management had removed the employee benefits and subjected them to getting tested to further eliminate benefit acceptance. There was no longer any trust reinforcing the negative performance within of the company.
Analyzing the case with the expectancy theory of motivation depicts that the employees of Perfect Pizzeria act in the way that they do, taking advantage of the situation because they do not see feel rewarded enough and they see more reward in know they can get away with what they want when the managers are not present. Unfortunately with the loss of the trust between management and employee further decreased their motivation and …show more content…
Previously their goal system had the ability for employees to desire more work hours, but without it in place there was also a decrease in the quality of their work. The only consistency this organization experienced was when a manager was on the floor with the employees monitoring their performance and helping facilitate communication, but as soon as management returned to their office the employees went right back to the more lax attitude towards work performance. If proper goals were set in place and standards were enforced they may have avoided the disconnect between management and employee and consequently keep them motivated to keep their percentages on