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Motivation theories and employee performance
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There were a few issues of fairness presented in Michael Simpson’s case that happens in in real world work places that prevents employees from working to their full potential or causing them to leave the work place all together. In this case study Michael Simpson is faced with the dilemma of whether or not he should leave Avery McNeil, the accounting at which he is currently working at. Simpson had interviewed with many consulting firms before graduating college, and had chosen Avery McNeil because it had the potential to allow him the most rapid advancement in his career. Within two years of working their he was promoted to manager and he received a great pay raise. However, a few days later Simpson came upon a sheet with pay grades of other …show more content…
While it has only been two years that he has been working with the firm, he is a great employee and has quickly moved up to position of manager. If he was just a good employee he would not have been promoted, but he stood out amongst others and proved that he deserved that position so he should be paid more than those working under him. I understand that Avery McNeil must have higher starting salaries than its competitors to receive new employee’s, but then they should also raise the manager salary’s like Simpson’s to be greater than employees who work below them. In situations like these employees feel less motivated to work harder or even continue working at the same rate. Michael Simpson loves his job and knows if he leaves Avery McNeil, other firms will not give him the same opportunity, but maybe a better pay. So, if he feels stuck at his job he may start working less or putting in less effort at work. He may even decide to leave the company completely if another company pays him better. Simpson seems like a very easygoing employee and somewhat agreeable. He does not seem like he wants to bring up the situation to his boss because well first he would get asked the question of how he found this information and second because he does not even know if he should ask for a raise. Sometimes when employees seem agreeable managers feel they can take advantage of the situation. This can lead to a situation like Michael Simpson’s. While Simpson has a valued position, his salary does not show that he is being valued because he has been working longer and has a higher position than Walt and Rich. Unfairness in a work place can lead to employees being unmotivated to work harder for the company and sometimes even cause employees to leave altogether because they do not feel that they are being valued by the
The Extra, written by Michael Christie is a short story in which allows the readers to explore the significant ideas within the text such as being dependent on others. Throughout the story it is shown that the narrator is completely dependent on Rick. The narrator can rarely do anything for himself and needs to have Rick help him in many aspects in his life. It says in the story that that the narrator himself could not read and that he needed to wait until Rick got home so that he can read both letters that the narrator had gotten from the government. The narrator is not even able to cook for himself and must wait on Rick to return so that he wouldn’t starve. He wasn’t able to go look through dumpsters for extra thrown out food for him because
Are young children putting their health and even their lives at risk if they partake in the sport of football? Some claim that the American sport is far too dangerous and the risk of concussions and injuries far outway the pros of the physical sport, while others insist that technological improvements and new regulations have made the sport safer. Jonathan Zimmerman, a professor of history and education at New York University, argues in his paper, “We Must Stop Risking the Health of Young Football Players,” that football is a sport that is too dangerous for the youth. He states his belief that technological improvements in helmets and changes in the rules of the sport have had little effect on reducing injuries and that nothing has worked.
Another problem seems to be his morale at his current job because of the new changes that the company is implementing in the organization. Miller seems to be upset over these changes and not willing to change with the company. This has caused his morale to plummet. This could result in not only his morale to diminish but also those employees that look at Miller as a leader as a coworker. He has been there for twenty seven years and there are those that look up to Miller as figure to the company.
In the case Michael M. v. Superior Court of Sonoma County, the petitioner, Michael M., was charged with statutory rape in the state of California. He then claimed the state’s statute unconstitutionally discriminated against him because he was male. At the time, Michael M. had sex with a 16-year-old girl while he was 17. The young girl was not condemned. He claimed the law violated the Equal Protection Clause stated in the fourteenth amendment of the United States Constitution. This clause says every state has to grant everyone the same rights and conditions as every citizen. The question is, does the statutory rape statute of California violate the Equal Protection Clause?
Michael Jackson was born on August 29, 1958. He was one of ten children growing up. Michael and his siblings grew up in a very strict home. He had many conflicts with his father, who was physically and emotionally abusive. Michael’s music career began with the formation of The Jackson 5 in 1963, when he joined his brothers, Jackie, Tito, Marlon, and Jermaine in their already booming musical group. This was the start of Michael’s singing career. He was only five years old at this time, and went solo in 1971 at the young age of thirteen (Internet Movie Database).
Introduction: Perhaps no one has received this title in history “the king of pop”, now a days many artist’s have arisen and have performed but not as the king of pop known worldwide and in history, has dominated the world of pop as Michael Jackson.
The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are treated compared to others within the company (Carpenter, Bauer, Erodgogan & Short, 2013). A major challenge being faced is the fact that everyone will see themselves as unappreciated for the things they contribute to the company when in fact they may be receiving the same treatment as their colleagues (Pinder, 1998). A person tends to base fairness on how other people or groups, otherwise known as referents, are rewarded for their “input-to-output” ratio compared to their own. The ratio has to deal with the way a person feels they are giving back to society compared to the “outputs” or rewards they feel they are entitled to for their contribution. Another theory in the work place is the expectancy theory. This theory says that employees will consider if the hard work will pay off, second is if their efforts will lead to greater rewards, and third is if the award valuable to the individual. Managers can use these facts to their advantage to motivate employees by awarding their hard work (Carpente...
Nowadays, most women remain unaware that their employers underpay them. Women cannot argue for higher wages if they do not know they earn less than their male equivalents. Each employee sharing their salary will allow women to detect if they are earning less than their male colleagues with little difficulty. This will give women the tools needed to argue for a higher pay rate, and will help lower the wage gap. If a female worker goes to her boss with statistical evidence that she earns less than her male associates, the chances that her boss will award her a higher salary significantly increase. The law will make it almost impossible for companies to pay their male workers more than their female workers (Glynn para. 7). Furthermore, a law requiring employees to share their salaries will bring to light other forms of wage discrimination. The wage gap not only represents gender discrimination in the workplace, it also reflects the ongoing issue of racial discrimination. While white women do typically earn less than white men, they out earn the majority of female colored workers in America. The average African American female makes only 64 cents for the white man’s dollar. Additionally, Hispanic women receive only 54 cents to their white male coworker’s dollar (Hegewisch para. 9). If women of color become aware of how little they earn compared to
Managers in the local stores do not make much money weekly. It doesn’t matter if they work over time or develop different tasks that probably are not in their role as managers, the still getting the same amount of money. One day, I asked Ms. Bertha how much money she makes per hour. She replied that she make 9.50$. Knowing her job and all the things that she is in charge of, I was astonished because I couldn’t imagine someone working so hard for so long time and getting so low money. On the other hand, the managers in big corporations having a whole team working with them gets 14.50 $ per hour, and if he work overtime it become 16.50$ per hour.
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
Thus, they have the priority to get more rises. I agree that loyalty is necessary too, but it can appear when the employees get rewards as they deserve. For example, and employee after one year work, if he or she receives a pay rise as they deserve, he or she will be more loyal to the company and produce more to get more(4). On the other hand, if an employee does not get rewards for his or her hard work, and an old employee gets more rise, he or she will not be loyal and they will not work efficiently. They are going to do what they have to do only without being creative or a hard worker and may leave the company, for instance(4).
Wilkerson, J. L. (1995). Merit pay-performance reviews: They just don't work! Management Accounting, 76(12), 40. Retrieved from http://search.proquest.com/docview/229841643?accountid=32521
If part or all of the one’s salary is contingent on how well you actually perform your job, one will go the extra mile. The individual will attack his/her work with vigor and revel in the rewards. And...
Many employees lose motivation if not considered deserving of merit rewards, which directly affect performance. Employee’s say the criteria used to measure performance is highly subjective and unfair. Consequently, favoritism when rating employees can create major problems within an organization. This makes other employees unmotivated; they feel insignificant, causing low morale, because no matter how high they perform, they never meet the standards. Unmotivated employees produce less and do not substantially contribute to the organization. The inconsistencies with the appraisal system used for merit pay causes a higher degree of employee conflict, which directly affects productivity. Often personal goals may become more important than team goals, which is not beneficial to the company and affects team unity. Developing an accurate performance appraisal system where assessors are properly trained and objectives are clearly spelled out and discussed with employees can alleviate many
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.