Equity Theory Of Motivation At Pizzeria

Good Essays
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

Related Documents

  • Decent Essays

    Management Style Analysis

    • 3751 Words
    • 16 Pages

    The manager wants things done just like it’s told without any questions, says Jackson (2013). He includes this may make skilled workers full of ideas feel resentful. It can also make less skilled workers always rely on you for an answer, never developing their skills. As you can see this style can generate either a positive or a negative outcome. Autocratic management could lead to employees losing motivation because they have no say in what is happening in the company, they are not able to be innovative or intuitive.…

    • 3751 Words
    • 16 Pages
    Decent Essays
  • Decent Essays

    However, the purpose of the plan failed because the employees became demotivated by the incentive system, as a result of not receiving their bonuses for seven months. The root cause of organizational issues of Engstrom Auto Mirror Plant was due to lack of motivation and poor communication between management and the employees. The company’s incentive system implemented was an ineffective technique of motivating workers as it failed to support employees’ needs. Engstrom management must understand that to motivate employees, it is important to first find and comprehend each employee’s needs. Management should willingly take care of the necessities of their workers.…

    • 1952 Words
    • 8 Pages
    Decent Essays
  • Decent Essays

    As restaurant expanded owners became busy and they couldn’t kept their connection with employees same as before. This situation led employees to feel unimportant within their organization. As Talon became successful he didn’t bother to employ any step to keep his employee motivated. This ignorance of his is also an indicator that he is loosing motivation for keeping their restaurant employee friendly. This collective loss of motivation among owners and employee led to increased customer dissatisfactions and decrease in revenue.…

    • 722 Words
    • 3 Pages
    Decent Essays
  • Decent Essays

    Anya Majka Case Study

    • 1420 Words
    • 6 Pages

    His customer satisfaction reports are the lowest in the company and he countlessly makes errors in his sales orders. He lacks in communication and interpersonal skills and does not listen to the customer’s needs as well as gives weak presentations. As a result of his low abilities, this correlates to his feeble performance at work. Moreover, Michael does not have clear role reception as he does not understand the preferred behaviours and the performance expectations. In other words, Michael does not understand he is accountable for his poor work performance and believes other people are successful in his company solely due to their connections.…

    • 1420 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Another reason is that narcissists have no empathy, which definitely harm their social skills, making them less competitive in a company. Narcissists are unwilling or unable to care for other people’s feelings. Therefore, they cannot build reliable interpersonal relationships with customers since no one like to work with someone who cannot identify the needs of others. People have poor social skills are less likely to be chose as leaders in a company. In the article “Empathy in intimate relationships: The role of positive illusions”, Pieternel Dijkstra’ s study shows that: “the present study found relatively strong, positive correlations between both partners’ empathy scores and relationship quality and adjustment” (481).…

    • 627 Words
    • 3 Pages
    Decent Essays
  • Decent Essays

    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.…

    • 1473 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Case Study: Draingo

    • 1397 Words
    • 6 Pages

    DrainGo is facing significant issues with employee morale and customer satisfaction, which directly impacts the company’s bottom line. The low morale is a result of a poorly designed business model, where the tasks required of employees are not properly aligned with the skillset of these individuals. The most evident misalignment, is that of the order processing clerks, who are not properly trained to assess the complexity of each job, resulting in the improper allocation of resources to jobs. These order processing clerks might be competent individuals, but they are forced to adhere to a faulty process in which they ask customers detailed questions they are unable to explain in detail. This lack of knowledge is frustrating to customers,…

    • 1397 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Some of these events could be harassment in the workplace, narcissistic replies towards other employees, absenteeism. These examples that dysfunctional managers show can cause burnout in the subordinates. It causes absenteeism and the lack of motivation for some people with this type of manager. Narcissism plays a major role in poor leadership skills. Narcissist usually are self-motivated however, they seek admiration from others about their superiority (Judge, LePine, & Rich, 2006).…

    • 2384 Words
    • 10 Pages
    Decent Essays
  • Decent Essays

    Management isn’t receiving quality work from their new employees because they don’t have access to programs and don’t know their duties. New employees aren’t producing quality work or succeeding in their jobs because they aren’t getting the necessary training or tools in order to complete…

    • 1172 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    Hobby Lobby Case Study

    • 888 Words
    • 4 Pages

    Other employee reviews expressed disdain for being talked down to when seeking management assistance concerning store problems. Employee pay was docked the week after missing work when absent for personal reasons. Complaints included displeasure with the lack of opportunities in moving up the promotion latter for employees outside of the “in-crowd.” Hobby Lobby receives many positive reviews, but negative complaints ought to be addressed. The perceived fairness of some employees is that they feel unequally treated. Hour adjusting is a technique to keep employees on the payroll at lower pay and avoid laying them off.…

    • 888 Words
    • 4 Pages
    Decent Essays

Related Topics