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    LOB Assignment 1

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    Aishwarya Nair
    Phil used different motivational theories to motivate three employees - Sue, John, and Linda - after a downsizing at their company led to uncertainty and demotivation. For Sue, he applied Maslow's hierarchy of needs theory to reassure her of job security and meeting her basic needs. For John, he applied Herzberg's two-factor theory to allow him to attend college while working and address his hygiene and motivational factors. For Linda, who had worked there 15 years, he applied McClelland's acquired needs theory for achievement to stimulate her drive to work efficiently. Other approaches that may have worked better include using reinforcement theory or needs for affiliation to recognize Linda's long service, and expectancy theory or reinforcement theory to

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    LOB Assignment 1

    Uploaded by

    Aishwarya Nair
    52 views4 pages
    Phil used different motivational theories to motivate three employees - Sue, John, and Linda - after a downsizing at their company led to uncertainty and demotivation. For Sue, he applied Maslow's hierarchy of needs theory to reassure her of job security and meeting her basic needs. For John, he applied Herzberg's two-factor theory to allow him to attend college while working and address his hygiene and motivational factors. For Linda, who had worked there 15 years, he applied McClelland's acquired needs theory for achievement to stimulate her drive to work efficiently. Other approaches that may have worked better include using reinforcement theory or needs for affiliation to recognize Linda's long service, and expectancy theory or reinforcement theory to

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    LOB Assignment 1 (1)

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    Phil used different motivational theories to motivate three employees - Sue, John, and Linda - after a downsizing at their company led to uncertainty and demotivation. For Sue, he applied Maslow's hierarchy of needs theory to reassure her of job security and meeting her basic needs. For John, he applied Herzberg's two-factor theory to allow him to attend college while working and address his hygiene and motivational factors. For Linda, who had worked there 15 years, he applied McClelland's acquired needs theory for achievement to stimulate her drive to work efficiently. Other approaches that may have worked better include using reinforcement theory or needs for affiliation to recognize Linda's long service, and expectancy theory or reinforcement theory to

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    52 views4 pages

    LOB Assignment 1

    Uploaded by

    Aishwarya Nair
    Phil used different motivational theories to motivate three employees - Sue, John, and Linda - after a downsizing at their company led to uncertainty and demotivation. For Sue, he applied Maslow's hierarchy of needs theory to reassure her of job security and meeting her basic needs. For John, he applied Herzberg's two-factor theory to allow him to attend college while working and address his hygiene and motivational factors. For Linda, who had worked there 15 years, he applied McClelland's acquired needs theory for achievement to stimulate her drive to work efficiently. Other approaches that may have worked better include using reinforcement theory or needs for affiliation to recognize Linda's long service, and expectancy theory or reinforcement theory to

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    of 4

    Department of Fashion Management Studies

    NIFT Jodhpur

    Subject – Leadership, Organizational Behaviour and HRM


    Assignment 1 – Case Study on Motivation – The Downsized Firm

    Submitted To: Submitted By:


    Dr. Sheetal Soni Anjali Chordia
    Assistant Professor Aishwarya Nair
    Diksha Rastogi
    Harshita Thakur
    (MFM Semester 1)
    The Downsized Firm Case Study
    Q1 – What major motivational model(s) did Phil use with Sue, John and Linda?
    Answer – Phil can use different motivational theories for the three of them.
    For Sue, he can use the Maslow’s Hierarchy of needs theory, which puts forward that people are
    motivated by five basic categories of needs: physiological, safety, love, esteem, and self-
    actualization. Callous implementation of difficult decisions has caused Sue to feel
    threatened about the ability or desire of the organization to continue to meet their physiological
    and security needs. So, when Sue is motivated in such a way, reassured that not only her position
    is safe in the company, but also her needs and safety.

    For John, Phil can use the Herzberg’s Two-Factor theory by Fredrick Herzberg. This theory
    says that there are 2 types of factors that work in the workplace which result in job satisfaction
    and dissatisfaction – Hygiene factors and Motivation factors. John being allowed to attend to
    college along with his job and motivated to be given the basic hygiene factors like company’s
    policy, job security, quality of supervision, relationship with others, personal life, working
    condition and motivational factors like achievement, career advancement, personal growth, job
    interest, recognition and responsibility as per his needs will help him reassure his position in the
    company.
    Phil can use the McClelland’s Acquired Needs theory (for achievement) for Linda who has
    been working in the company for 15 years now, so when she is motivated with this theory, she
    will be successfully trained to stimulate her achievement need, and this need will drive her to
    work more and efficiently for the organization.
    Q2 – What other approaches might have worked better?
    Answer – There are different people at the workplace. Some have the need for achievement,
    some have the need for affiliation and some have the need for power. We know that John has
    been using this job as a stepping stone for a management position so to motivate him further,
    Phil can use this McClelland’s Acquired Needs theory (for achievement) or Vroom’s
    Expectancy theory to motivate John. For Linda, since she has worked in the company for 15
    years, she can be motivated using Reinforcement theory or McClelland’s Acquired Needs
    theory (for affiliation) to recognize her service in the company and Sue who is a single mother
    and needs to take care of her children solely, she can be motivated using Vroom’s Expectancy
    theory or Reinforcement theory. Although she is doing flexible hours of work, if she is
    completing her work on time, then she should be motivated and supported and also recognized
    and appreciated at the same time for the efforts she put in.
    Q3 – What are the major lessons you can derive from this exercise?
    Answer – Employee motivation is very important for a successful organization, and clearly the
    company also needs to focus on itself in order to stay competitive in the market and avoid
    problems such as employee high turnover that affects the business. In this case as well, the
    company had to downsize itself. As a result, the existing employees got demotivated due to the
    uncertainty of their position in the organization, which demands for effective motivational
    techniques to be practiced in the workplace
    Through this study, we can conclude that different research gave rise to different results for the
    most influential intrinsic factors. We learned that the company can use different ways to motivate
    employees and also how important employee motivation at the workplace is. The individual
    works on reality principle and starts to works in a parallel phase where he/she can expect to get
    fired and also at the same time has motivational factors that gets him/her working towards the
    goal.
    So, when Phil uses these theories and motivates the employees, only then the job satisfaction of
    employees will increase and then they will get motivated at the workplace. Hence, the major
    lesson from this study is that motivator factors such as achievement, recognition, responsibilities
    and advancement play an important role in motivating employees at the workplace.
    THANK YOU!

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