Individual Analysis

Individual Case compend contents 1. 0Analysis Using Motivation Theories1 1. 1Equity surmise1 1. 2Expectancy Theory1 1. 3 Three-need Theory 2 2. 0Criticisms of the Management Functions3 3. 0Main Problems Defined4 4. 0References5 5. 0Appendices6 5. 1 vermiform appendix 1 SWOT Analysis6 5. 2 Appendix 2 Equity Theory prorogue.. 7 1. 0Analysis Using Motivation Theories 1. 1Equity Theory match to Robbins, Bergman, Stagg and colter (2003) honor theory was developed by J. Stacey Adam.Campebell, Dunnette and moth miller (1969) states the purpose of this theory is aim at employees engrossment from a descent situation. Kaplan, Reckers and Reynolds (1986) notes these argon imports, in likeness to the efforts they put in, inputs, and then comp ar with new-sprung(prenominal)(prenominal)s. In the case, Lisa comp atomic number 18s her input-outcome symmetry with Leanne, which seems imbalance and un sportsmanlike. Lisa feels jealous as Steve decided to go again her suggestion to han d over one-half of her writ of executionload to the youngest squad member, Leanne. She alike sees that Leanne became much dominant.Lisa was tough un mediumly by two other members putt the blames at her who forced Steve to animadversion her. The distraught Lisas thinking was to give other members of the team who has more experience to take over some of her work rather than Leanne. In the end Lisa lodged a remuneration claim for her nervous breakd feature cased by Leanne. Also stated by Robbins, Bergman, Stagg and Coulter (2003), employees motif is influenced by rewards. Base on the above-mentioned, Steve should use the rectitude method in treatments of lag.Therefore, whenever an employee assess their own equity and perceive inequity, he or she depart motion to correct the situation rather than lack of motivation. enchant refer to 5. 2 Appendix 2 for turn off showing equity theory. 2. Expectancy Theory accord to Montana and Charnov (2000), expectancy theory shows tha t rewards could motivate employees to step-up their efforts. Taylor (1964) notes this encourages better performance leading to a controlling outcome. Steve applied the expectancy theory chthonian his vigilance.By doing this, he made an announcement that he will subjoin employees salary base on performance rating. Due to massive increase in preparedness loads, Lisa was overworked and with projects behind schedule. Then Green (1992) states on of the claim is that employees believe if they perform good, they will get the reward. Leanne is an wishful person that is why she offers help as she believes in good performance could get better outcome and reward. On the other hand, according to Montana and Charnov (2000), an employee faeces decide on which outcome they prefer.Due to capacious pressure from overload and conflict with Leanne, Lisa has made a decision to take stress leave. This reduces the efforts Lisa requires to put into her work. 3. Three-need Theory McClelland (as quoted by anonymous, 2008) states an employees motivation and government issueiveness are influenced by the following Need for Achievement McClelland (quoted by Pattanyak, 2006) notes motivation that influences employees to direct his or her behaviour towards attaining goals. According to the achievement explained, Lisa is not motivated to challenge of orking at a problem and do not accept any personal responsibilities for failure, rather leaving the actions and get for Leanne to achieve the outcome. Need for Affiliation Courtney (2002) notes McClelland had suggested that plenty are motivated by different things. Also, base on the statement stated by Tosi, Mero and Rizzo (2000), McClellands theory on affiliation has a need for neighborly family races and have good interactions with others. These people can co-operate well in a team. Referring to the interpretation of affiliation, Lisas jealousy and conflict with Leanne had caused friction and resignation in the team.It sho ws on that point is a lack of communication learnings and co-operate for Lisa in the team. Lisas personal attitude problem towards Leanne also caused her relationship problems with colleague and manager. Need for Power McClelland (quoted by Pattanyak, 2006) notes that people at a high position would demand the author to control other people for their own goals. According to Ved (2005) on that point are Social controls the gilds movement, and Personal influence others to further the desire. Leanne entered InsureCo. as a new team member under Lisas leadership in a team. concisely after, Leanne quickly made good relationship with the manager and quick to promote her skills, which lead her over stepped the power of Lisa. Therefore, Lisa felt she was unable to control Leanne to achieve her outcome. Lisa has also lost control of her team when couple of the team members resigned. With the lost control of power, Lisa lost the battle to be promoted. Therefore, she is not motivated. 2. 0Criticisms of the Management Functions The prudence of InsureCo. has several contradict practices, they are The federal agency Steve manages the companys surroundings The way Steve supervise employees, and How staff co-operate with each other as a team. According to Bell and smith (2006), the use of communication and verbal skills for managers is vital in their management work. By listening to employees, companies could improve employees subscriber line satisfaction. According to Deci and Ryab (1985), the greatest motivation act is managers could do for his or her employee is listening. In this case, Steve does not communicate effectively to his staff nearly his expectations and resolving problem issues at heart the working environment.He does not think of the engage that if he recognise the new employee, Leanne, Lisa would complain about the recognition. To prevent the complaining obstacle, Steve should listen to Lisa when she complained about Leanne in regards to her I. T. skills. Steve should act on the complaint and assess Leannes ability in the I. T. field. If it does prove that she has the skills, there would not be jealousy in Lisa. Schuler and Jackson (1999) mentioned that fair treatment of employee which will make them more commit in an organisation.It means, Steve should treat Lisa and Leanne equally. It is not where he should reprimand Lisa in front of her colleagues and in a way without her giving reasons. This is an embarrassment for Lisa. This also shows there is a lack of fair treatment within the management system of the company. According to Cook (1999), employees will uprise more effort in their work when they are appreciated, graded and understood by the employer. Steve should set up a guide of basic principles to coach employees when there is a problem.Base on the cling to of Lisa to the company, Steve should not reprimand her straight away without any options for explanation and when he did reprimanded her he should ex plain his decision. Steve could improve the relationship between Lisa and Leanne by informing them how others feel, how much effect can cause, and suggest them how to improve themselves. Steves management at InsureCo. he is committed to the companys goals, according to Salaman (2001), it sometimes refers to as mission statement. In the case, increase salary was any approach that Steve regarded as important.The aim is to fend off growing competition. The increase of salary could not always motivate his staff. The reasons are mentioned in the previous citations. 3. 0Main Problems Defined Primary Problems unessential Problems distressing leadership New leadership of the firm, lack of managerial scummy motivational skills experience. Staff lacks motivation sorry planning No technical schooling system been put in. No specific job description compose for employees No ceremonious policies written for rewards and punishment Increase in workloads pretermit of co-operation theatre director has poor communication skills Ineffective communication of expectations Employees value not appreciated Overload work causes delays Multitask been tending(p) to employees Management has no understanding of employees needs Poor relationship between staff and manager closet in the cultivation department Lack of fair treatment for staff 5. Appendices 5. 1Appendix 1 SWOT Analysis pic 2. Appendix 2 Equity Theory Table by Robbins, Bergman, Stagg and Coulter (2003) Perceived ratio comparisonEmployees assessment Outcomes AOutcomes B Inputs A Inputs B (Inequity-over rewarded) Threats ? unfastened weaknesses in the company ? Strong global competitors ? Complaints from staff ? Compensation claim from staff Opportunities ? Government proposed new Financial Services Reform Bill fixate sure entire staff had been trainedWeaknesses ? Poor leadership ? Poor planning ? No formal policies for rewards & punishments are written ? Poor motivational skil l ? Staff lacks motivation ? No specific job description written for employees ? Increase of workload ? Lack of co-operation ? Poor communication skills ? Staffs value not appreciated ? Overload work causes delays ? Multitask accustomed ? Management has no understanding of employees needs ? Poor decision making ? Pressure in the training department ? Lack of fair treatment for employees ? Strengths ? orotund finance and insurance company ? Market battlefront ? Large customer base ? Long paid history ? Promotions for employees ?