How to Motivate Fred Maiorino Essay

1890 Words Jun 25th, 2014 8 Pages
How to Motivate Fred Maiorino
Fred Maiorino was employed by Schering-Plough for 35 years and on July 19, 1991 he was terminated. Fred was terminated because the lack of motivation he has once Jim Reed was hired. The factors that inhibit Jim Reed from motivated Fred Maiorino are lack of leadership, lack of goals, and lack of an effective employee performance review.
Jim Reed fails to motivate Fred because of the unsuccessful role as leader. A successful leader has the ability to manage and supervise the performances of their employees. (Kacmar, Carlson, Harris 2013). These authors describe several leadership styles but the most effective in motivating employees is transformational leadership style. The transformational
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According to Schuh, Zhang, & Tian (2013) the end result of transformational leadership is “uniformly positive”. Transformational leaders believe employees are a valued asset instead of, just an employee. Employees should be involved in making decisions. Transformational leaders should be able to listen and have the ability to communicate with employees. A transformational leader will allow employees to disprove of ideas and offer new suggestions. Employee motivate and morale will increase with the continually use of the transformational leadership style. Jim Reed should have adopted a transformational leadership style to motivate Fred Mariono.
Goal Setting
Jim Reed’s lack of goals contributes to the failure of motivating Fred. Goal setting is a tool that can be used to motivate employees, allowing them to feel important and valued as an employee. (Latham 2004) Efficient goal setting is force of performance. According to Locke & Latham (2002), the goal setting theory emphasizes that employees given precise goals than being told “do your best” The more successful attempts an employee has a obtaining their goal, the higher their job satisfaction will be. Setting goals for employees instill purpose and meaning to their job and allows them to challenge each other. Achieving goals increase employee’s interest, enhanced sense of personal efficiency, and pride in job performance. (Latham 2004) The importance of goals to employees

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