Case Anaylsis Motivation
Jason Haro
10/10/2012
Management of Organizations
Case Analysis: Motivation
In order to have an effective performance from a group a people, effective leadership must be used along with good teamwork to have an efficient running company. After analyzing the case of Joe Chaney, it is clear that there has been a fault in leadership along with lack of motivation. In order to fix the situation with Mr. Chaney, a meeting should be established with him to discuss his performance. The first question to start out with is to make sure that Joe realizes there has been a problem with his performance at work. Chances are he will realize there is a problem, since his conversation about complaining about his job was overheard. Once it is established that there is a problem with performance, the next task is to figure out if the problem stems from inadequate subordinate ability or motivation. In the case of Joe Chaney, there is a problem with both ability and motivation The inadequate subordinate ability comes from inadequate resources to do the job leading to a resource problem. Mr. Chaney was hired with mediocre recommendations from his previous employer because help was needed desperately. The firm seems to be understaffed to handle the rise in workload from the local construction boom. The absence of formal performance reviews and career counseling due to time constraints along with losing Friday social hours and making weekends mandatory is a huge demotivating factor for employees, not just Mr. Chaney. The relationship curve between level of conflict and level of performance shows that having too much conflict for extended periods of time leads to low levels of performance. More staff should be hired to ease the workload. Incentive problems are also an issue with Mr. Chaney. Mr. Chaney’s statement of “no one around here respects my opinion. I’m just a lowly draftsman… because I don’t have the degree, they ignore my input, and I’m stuck doing the
10/10/2012
Management of Organizations
Case Analysis: Motivation
In order to have an effective performance from a group a people, effective leadership must be used along with good teamwork to have an efficient running company. After analyzing the case of Joe Chaney, it is clear that there has been a fault in leadership along with lack of motivation. In order to fix the situation with Mr. Chaney, a meeting should be established with him to discuss his performance. The first question to start out with is to make sure that Joe realizes there has been a problem with his performance at work. Chances are he will realize there is a problem, since his conversation about complaining about his job was overheard. Once it is established that there is a problem with performance, the next task is to figure out if the problem stems from inadequate subordinate ability or motivation. In the case of Joe Chaney, there is a problem with both ability and motivation The inadequate subordinate ability comes from inadequate resources to do the job leading to a resource problem. Mr. Chaney was hired with mediocre recommendations from his previous employer because help was needed desperately. The firm seems to be understaffed to handle the rise in workload from the local construction boom. The absence of formal performance reviews and career counseling due to time constraints along with losing Friday social hours and making weekends mandatory is a huge demotivating factor for employees, not just Mr. Chaney. The relationship curve between level of conflict and level of performance shows that having too much conflict for extended periods of time leads to low levels of performance. More staff should be hired to ease the workload. Incentive problems are also an issue with Mr. Chaney. Mr. Chaney’s statement of “no one around here respects my opinion. I’m just a lowly draftsman… because I don’t have the degree, they ignore my input, and I’m stuck doing the