Case Study of Fictitious Clueless Company, Inc. Assume that people from demograp

Question

Case Study of Fictitious Clueless
Company, Inc.
Assume that people from demographic groups Pens and Pencils are employed at Fictitious Company, Inc. Both Pens and Pencils have a similar number of excellent performers and poor performers in their group. Workers from both groups expect fair performance evalua- tions, pay raises, and promotions based on their performance. After a period of working for and excelling in performance, high- performing Pencils realize that despite their high qualifications and strong performance, their performance is rated lower than that of Pens, their pay raises are lower, and they are not likely to be promoted. This perception is val- idated when Pencils consider the management and executive levels of Fictitious Company and see very few people from the Pencils category in those levels. What is the expected result on motivation and future performance of high- performing Pencils? Low- and average- performing Pencils are observing. They realize that high-performing Pencils, despite their high performance, receive low performance ratings and few-to-no raises and promotions. What is the expected effect on the motivation to work harder and the future performance of low- performing Pencils?
After a period of employment at Fictitious Company, Pens realize that they are continually rated highly and receive pay raises and promo- tions regardless of their performance. If they make their sales and quality goals, they receive
high raises and are promoted. If they miss their sales and quality goals, they still receive high raises and are promoted. If they are chronically late or absent on Mondays and Fridays, there are few-to-no negative consequences. What is the expected result on future performance and motivation of Pens who are truly good perfor- mers but observe Pens who miss sales and qual- ity goals still being promoted and rewarded? What is the expected result on the motivation to improve and the future performance of Pens who are low performers but receive rewards nonetheless?
To summarize, at Fictitious Company, high- performing Pencils receive clear messages that their high performance is not valued. Low per- forming Pencils receive messages that there is no reason to strive for high performance because people like them receive no reward for high per- formance. Pens receive messages that their low and high performers are valued and rewarded similarly, so there is no need to strive for excel- lence. What is the result of this scenario for the overall performance and competitiveness of Fictitious Clueless Company, Inc.?
Contrast this scenario to that of Fictitious Savvy Company, Inc., in which members of Pens and Pencils expect, and receive, fair per- formance evaluations, promotions, and raises. What is the expected result on the future moti- vation and performance of high, average, and low performers among Pens and Pencils in Fictitious Savvy Company, Inc.? What is the expected result on the organizational perfor- mance of Fictitious Savvy Compan?

Explanation / Answer

Diversity at workplace has provided managers with substantial magnitude of problems, the big difference between employees in every organization means that there is no best way to deal with such problem. What motivates some employee to perform very well may be discouraging to other employee, therefore it poses a big challenge to present day managers. Many factors like environment, capital and human resources influences how organization performs. Though human resources is seen as having the most influence on the performance of organization. It is legitimate thus to debate that an organization needs to motivate its employees in order to accomplish its stated goals and objectives. In this chapter motivation is well explained. It is obvious that motivation has been perceived in numerous ways.

Motivation can be specified as a management process, which encourage people to work better for the overall benefit of the organization, by providing them motives, which are based on their unfulfilled needs. It is apparent that managers needs to motivate employees if they want to get the necessary results for the organization. It can also be said that there is an agreement about the facts that motivation is an individual development.

Intrinsic motivational factors are challenging work, recognition and responsibilities. Hygiene motivators are extrinsic motivational factors such as status, job security and salary. Individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work. · Individuals are extrinsically motivated when they engage in the work in order to obtain some goal that is apart from the work itself.

Based on the aforesaid concepts of motivation we will be answering questions in the case:-

1. The high performing pencils will not be much motivated sine they would understand that there due to absence of many pencil representatives in the management, their reward or increament is not as great as that of pens. Extrinsic motivation lacking.

2.Low performing pencils will be intrinsaically motivated not to perform afetr seeing the fate of the high performing pencils at th hands of the nn performing pens.

3. High performing pens will be demotivated to perform less since even the low performing pens are being treated at the same platform as them.

4.Low performing pens will be wallowing in the laziness that even afetr not performing well they are being treated at par with high performers thus assming that there is not performance based compensation system.

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