HCA 340: Managing in Health and Human Services
Instructor: Dr. Martha Jennings
Discussion: Week (4) Discussion (1)
Topic: Debbie's Dilemma
In examining Debbie’s situation, Debbie has lost motivation for several reasons: she is not satisfied with her salary, she does not feel valued or respected in her role as a manager/ supervisor.
Debbie has three options:
Option 1-Debbie chooses to stay and may get a pay increase but it may not be equal to how she feels she is valued; in addition, the staff may continue to treat her as equal.
Option 2-Debbie chooses to stay, she gets a pay increase and works matters out where she is respected by subordinates.
Option 3-Debbie continues with the resignation as planned.
1. Use Herzberg’s two factor …show more content…
Essentially, Herzberg explains that hygiene factors (salary, work shift, safe working conditions and positive interaction with peers); contribute to an employee’s motivation (achievements, recognition, an individual’s task/duties, responsibilities, and chance for advancement). Using Herzberg’s theory with Debbie’s case, Debbie is discouraged for several reasons: her wages, and she feels she is not respected by her staff which can fall under relationships with peers. Both employee dissatisfactions would fall under Hygiene factors which Herzberg’s theory does not support these factors to be a motivation. In Debbie’s case, Herzberg’s theory would conclude Debbie is not motivated because she does not feel she will advance equally and according to her educational level, moreover, she does not feel she will be equally compensated for her efforts. Herzberg’s theory would determine that since Debbie’s hygiene factors are not met she will forever be dissatisfied as a result no matter how many achievements, recognition, or responsibility or chance for advancement Debbie is given she will not be satisfied until Hygiene factors are …show more content…
Use Vroom’s expectancy theory to explain this situation.
Vrooms theory is based on three categories expectancy, instrumentality, and valence. Vroom’s theory explains how organizational circumstances contribute to employee motivation.
Expectancy describes how an individual expect something in return from an organization after a certain level of effort following successful completion of a task. In Debbie’s situation, it was noted that she had been with the company for an extended amount of time, obtained her master’s degree, and was currently in the management role. Vroom’s theory would conclude that since Debbie successfully completed her educational efforts, and had tenure at the company, her expectancy, instrumentality, and valance was very high. Debbie expected to receive higher pay, recognition from peers and respect by subordinates; however, this did not happen resulting in low
Instructor: Dr. Martha Jennings
Discussion: Week (4) Discussion (1)
Topic: Debbie's Dilemma
In examining Debbie’s situation, Debbie has lost motivation for several reasons: she is not satisfied with her salary, she does not feel valued or respected in her role as a manager/ supervisor.
Debbie has three options:
Option 1-Debbie chooses to stay and may get a pay increase but it may not be equal to how she feels she is valued; in addition, the staff may continue to treat her as equal.
Option 2-Debbie chooses to stay, she gets a pay increase and works matters out where she is respected by subordinates.
Option 3-Debbie continues with the resignation as planned.
1. Use Herzberg’s two factor …show more content…
Essentially, Herzberg explains that hygiene factors (salary, work shift, safe working conditions and positive interaction with peers); contribute to an employee’s motivation (achievements, recognition, an individual’s task/duties, responsibilities, and chance for advancement). Using Herzberg’s theory with Debbie’s case, Debbie is discouraged for several reasons: her wages, and she feels she is not respected by her staff which can fall under relationships with peers. Both employee dissatisfactions would fall under Hygiene factors which Herzberg’s theory does not support these factors to be a motivation. In Debbie’s case, Herzberg’s theory would conclude Debbie is not motivated because she does not feel she will advance equally and according to her educational level, moreover, she does not feel she will be equally compensated for her efforts. Herzberg’s theory would determine that since Debbie’s hygiene factors are not met she will forever be dissatisfied as a result no matter how many achievements, recognition, or responsibility or chance for advancement Debbie is given she will not be satisfied until Hygiene factors are …show more content…
Use Vroom’s expectancy theory to explain this situation.
Vrooms theory is based on three categories expectancy, instrumentality, and valence. Vroom’s theory explains how organizational circumstances contribute to employee motivation.
Expectancy describes how an individual expect something in return from an organization after a certain level of effort following successful completion of a task. In Debbie’s situation, it was noted that she had been with the company for an extended amount of time, obtained her master’s degree, and was currently in the management role. Vroom’s theory would conclude that since Debbie successfully completed her educational efforts, and had tenure at the company, her expectancy, instrumentality, and valance was very high. Debbie expected to receive higher pay, recognition from peers and respect by subordinates; however, this did not happen resulting in low