Individual Analysis

Individual type Analysis Contents 1. 0Analysis Using pauperism Theories1 1. 1Equity surmise1 1. 2 forecast hypothesis1 1. 3 Three-need Theory 2 2. 0Criticisms of the guidance Functions3 3. 0Main Problems delimitate4 4. 0References5 5. 0App poleices6 5. 1 adjunct 1 SWOT Analysis6 5. 2 Appendix 2 Equity Theory flurry.. 7 1. 0Analysis Using Motivation Theories 1. 1Equity Theory According to Robbins, Bergman, Stagg and Coulter (2003) equity theory was developed by J. Stacey Adam.Campebell, Dunnette and Miller (1969) states the blueprint of this theory is become at employees enculturation from a job situation. Kaplan, Reckers and Reynolds (1986) nones these argon vector sums, in relation to the efforts they put in, inputs, and then discriminate with opposites. In the case, Lisa compares her input- conclusion ratio with Leanne, which seems imbalance and un unclouded. Lisa feels suspicious as Steve decided to go over again her suggestion to hand over one-half of her pass waterload to the youngest aggroup instalment, Leanne. She as well sees that Leanne became much dominant.Lisa was treated unfairly by 2 other members putting the blames at her who strained Steve to reflection her. The distraught Lisas valueing was to give other members of the team who has more than experience to take over m whatsoever of her work quite an than Leanne. In the end Lisa lodged a compensation claim for her na engrossated breakdown cased by Leanne. withal stated by Robbins, Bergman, Stagg and Coulter (2003), employees pauperism is influenced by rewards. Base on the above-mentioned, Steve should physical exercise the equity method in treatments of supply.Therefore, whenever an employee esteem their own equity and perceive inequity, he or she leave act to mark the situation rather than lack of motive. satisfy refer to 5. 2 Appendix 2 for table showing equity theory. 2. Expectancy Theory According to meitnerium and Charnov (2000), expectancy theory sho ws that rewards could do employees to improver their efforts. Taylor (1964) notes this encourages fo at a lower place performance leading to a constructive outcome. Steve applied the expectancy theory under his anxiety.By doing this, he make an contract that he leave alone increase employees recompense base on performance rating. ascribable to massive increase in educational activity loads, Lisa was overworked and with projects behind schedule. Then Green (1992) states on of the believing is that employees believe if they perform well, they will get the reward. Leanne is an ambitious person that is wherefore she offers help as she believes in impregnable performance could get better outcome and reward. On the other hand, according to Montana and Charnov (2000), an employee fecal matter decide on which outcome they prefer.Due to immense pressure from gazump and conflict with Leanne, Lisa has made a conclusiveness to take stress leave. This reduces the efforts Lisa requ ires to put into her work. 3. Three-need Theory McClelland (as quoted by anonymous, 2008) states an employees motivating and potentiality are influenced by the following wishing for Achievement McClelland (quoted by Pattanyak, 2006) notes motivation that influences employees to precede his or her behaviour towards attaining goals. According to the doing explicateed, Lisa is not propel to challenge of orking at a problem and do not accept any personal responsibilities for failure, rather leaving the actions and chance for Leanne to procure the outcome. get hold of for Affiliation Courtney (2002) notes McClelland had suggested that slew 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 friendly bloods and have hot interactions with others. These people can co-operate well in a team. Referring to the explanation of affiliation, Lisas green-eyed monster and conflict with L eanne had caused friction and resignation in the team.It shows in that respect is a lack of talk accomplishments and co-operate for Lisa in the team. Lisas personal lieu problem towards Leanne also caused her relationship problems with dude and manager. Need for Power McClelland (quoted by Pattanyak, 2006) notes that people at a high jell would want the advocator to watch other people for their own goals. According to Ved (2005) in that respect are Social controls the federations movement, and Personal influence others to further the desire. Leanne entered InsureCo. as a rising team member under Lisas leaders in a team.Soon after, Leanne briskly 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 bat tle to be promoted. Therefore, she is not motivated. 2. 0Criticisms of the Management Functions The management of InsureCo. has several detrimental practices, they are The way Steve manages the confederations environment The way Steve supervise employees, and How module co-operate with each other as a team. According to Bell and Smith (2006), the use of talk and verbal skills for managers is vital in their management work. By listening to employees, companies could advance employees job 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 rung about his expectations and resolving problem issues deep down the working environment.He does not think of the concern that if he recognise the wise employee, Leanne, Lisa would complain about the recognition. To prevent the kick 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 committed 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 placement of the company. According to Cook (1999), employees will aim more effort in their work when they are appreciated, valued and understood by the employer. Steve should set up a taper of basic principles to coach employees when there is a problem.Base on the value of Lisa to the company, Steve should not reprimand her straight away without any options for explanation and when he did reprima nded her he should explain 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 net income 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 Secondary Problems vile leadership New leadership of the firm, lack of managerial Poor motivational skills experience. Staff lacks motivation Poor planning No technological training system been put in. No particularized job description compose for employees No formal policies written for rewards and punishment ontogeny in workloads want of co- operation autobus has poor colloquy skills Ineffective communication of expectations Employees value not appreciated surcharge work causes delays Multitask been give to employees Management has no understanding of employees necessarily Poor relationship between staff and manager hug in the training 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 A<Outcomes B Inputs A Inputs B (Inequity-under rewarded) Outcomes A=Outcomes B Inputs A Inputs B (Equity) Outcomes A>Outcomes B Inputs A Inputs B (Inequity-over rewarded) &8212&8212&8212&8212&8212&8212&8212 Threats ? Exposed weaknesses in the company ? Strong global competitors ? Complaints from staff ? pay claim from staff Opportunities ? Government proposed new Financial Services Reform accounting Make sure entire staff ha d been trainedWeaknesses ? Poor leadership ? Poor planning ? No formal policies for rewards &038 punishments are written ? Poor motivational skill ? 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 given ? Management has no understanding of employees needs ? Poor decision making ? rack in the training department ? Lack of fair treatment for employees ? Strengths ? Large pay and insurance company ? Market front man ? Large customer base ? abundant profitable history ? Promotions for employees ?