Individual Case Analysis 5: Isnt’ Fair Essay

1. Indicate bloody shames positioning before and after meeting Sue. If there was a change, why? in the lead bloody shame met Sue, she held the corporation in high esteem and was actually proud of working for Universal Manufacturers. The comp boths organizational culture was contributive for her, and staff assisted her whenever she was in enquire of help. In addition to this, her comment to the social club was being appreciated and she was given challenging assignments which presented practical dwell to her. Her manager, Tom had positive thoughts of her and she passed her annual review. Her profit was increased by 10% from $40,000, whereas most employees had an increase of 5%. However, after bloody shame met Sue, her military capability towards the company changed.Sue had joined the company a year later than Mary and yet her starting salary was $45,000, which was $5,000 more than the salary they had started Mary with. It is in addition $1000 more than Mary would receive aft er her 10% increase, which is $44,000. This revealed a level of discrimination and unfair treatment of employees since employees ought to be remunerated tally to their in honk to the company. Mary had similar qualifications with Sue when she joined the organization and had put in hard work, which was recognized by every unmatchable in the company.However, the fact that one year after putting in these efforts, she would still cave in freeze off pay than Sue, who had recently joined the organization made her have a interdict attitude towards the company. Marys attitude towards the company changed and became disconfirming callable to this detection of discrimination and unfairness. The change in attitude pull up stakes likely influence her ability to transact, and this may have a negative impact on the company. 2. What do you think Maty pull up stakes do instanter? Later?I personally think that after Mary changes her attitude towards the company, her execution of instrument will be affected. At present, she will not do anything which may put her in the spotlight, but she will be secretly looking for opportunities in other companies. Her qualifications and experience make her an asset to any company. According to the book Barrons Educational Series, employers should pay employees higher salaries if they perform well and lesser salaries if they atomic number 18 new to the job or have lower input to the organization.That is why I also think that Mary will put less effort in the company due to a decrease in motivation, but she would not resign presently since she does not have an alternative job which would pay her bills. However, in the large she would resign after she successfully obtains employment in a company which values her input and remunerates all employees according to their efforts.3. What motivation system applies scoop out to this scenario? Explain. The motivation speculation that applies best to this case study is the expectancy theory of motivation. This theory was advanced by Vroom, and it explains the process which employees undergo when making choices. The theory suggests that although individuals may have different sets of goals, they can be motivated if they gestate that there is a positive correlation between efforts and surgery, favorable performance will result in a desirable reward, the reward will satisfy an important need or/and the desire to satisfy the need is strong enough to make the effort worthwhile.The theory is based upon the future(a) beliefsValenceValence refers to the emotional orientations people hold with respect to outcomes rewards. The insight of the want of an employee for extrinsic money, promotion, time-off, benefits or intrinsic satisfaction rewards). Management must recognize what employees value. ExpectancyEmployees have different expectations and levels of confidence about what they are suitable of doing. Management must discover what resources, training, or supervision emp loyees need. InstrumentalityThe perception of employees as to whether they will actually get what they desire even if it has been promised by a manager. Management must ensure that promises of rewards are fulfilled and that employees are aware of that. According to Schermerhorn, employees expect higher rewards due to better performance in organizations. On this theory, organizations should relate rewards to performance if employees are to be motivated. Initially, Mary had positive thoughts about the company due to the increase in salary after her good performance. However, these thoughts became negative after realizing that Sue received a higher salary in spite of her low input to the organization, explaining her reaction according to the expectancy theory of motivation.Works CitedMontana, Patrick J. & Charnov, Bruce H. Management 4th edition. unsanded York Barrons Educational Series, 2008 p 35-43 Schermerhorn Jr. John, Hunt James & Osborn Richard. organizational Behavior (12th E dition). Wiley Danvers, MA, 2007 p43-56http//www2.ifm.eng.cam.ac.uk/dstools/paradigm/vroom.html