Question

Chapter 10

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 this is a sign of the times-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, primary because the company is not as profitable as it was earlier. Others said that they believe 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 correct the problem, several supervisors recommended 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 would respond to anonymously. While no decision were made at the meeting, the executive vice president for the input of each person who attended he wants 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.

Do you believe that small salary increases and a lack of fringe benefits may be the cause of the motivation problem? Why?  

Eighth Edition

Administrative office Management

An introduction

Zane k. Quible

Answer 1

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.

Apart 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.