Question

You are a supervisor in Macklin Corporation, a manufacturer of carpentry tools, that is located in Los Angeles. During a recent staff meeting, employee motivation was a major topic of discussion. A number of the supervisors indicated that their subordinates don’t seem to be as highly motivated as they were a few years ago. As a result, work is not produced as quickly or with as much quality as was the case earlier. Some at the meeting indicated that is a sign of the time—that is not the fault of Macklin. Others indicated that they believed the problem stemmed from the fact that salary increases have been lower the last several years than ever before, primarily because the company is not as profitable as it was earlier. Others said that they believed the problem of employee motivation can be attributed to a lack of fringe benefits in Macklin, especially since an increasing number of companies in the Los Angeles area are being more generous with the benefits they offer. To Create the problem, several supervisors recommend that a consultant be brought in. another recommendation was to have the personnel department do an in-house study to determine the source of the problem. A questionnaire could be developed that employees would respond to anonymously. While no decisions were made at the meeting. The executive vice president who was conducting the meeting asked for the input regarding your ideas about (1) the reasons why the employees are not as highly motivated as they were in the past and (2) whether the study should be conducted by a consultant or by the human resources department. 1. Do you believe that small salary increases and a lack of fringe benefits may be the cause of the motivation problem? Why? 2. What other possible explanations for the motivation problem might exist? 3. Do you believe that a consultant should be hired, or do you believe the human resources department should conduct the study? Why?

Answer 1

SOLUTION:-

Yes, I believe that small salary increases and a lack of fringe benefits may be the cause of the motivation problem. According to various HR motivational theories such as Maslow hierarchy or Herzberg, two-factor theory salary and other benefits are an important motivation factor. Considering Maslow hierarchy of needs compensation is an important factor at higher levels of pyramid such as safety, belonging and self-esteem. A good raise gives safety and an increase linked to performance caters to self-esteem. Also, considering the two-factor model, salaries are a hygiene factor and absent of satisfaction with this factor can lead to demotivation and underperformance.

A part from the HR theories, in general people are motivated by the recognition they get which is in the form of salary hikes. If you perform really well, but your salary raise is low, there is a mismatch between input and output. This leads to dissatisfaction at the workplace and lack of motivation to perform at the same level.

Lastly, these may not be the only factor for demotivation. Other factors could be - job security, lack of training, lack of personal development, team culture etc.

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