Mt302 Organizational Behavior Unit One: Case Incident 1 Essay
John G. Watson MT302 Organizational Behavior Unit Four: Case Incident 1 Frustrated at Age 30 July 4, 2009 Frustrated at Age 30 1. Analyze Bob using the Maslow need hierarchy? This week’s case covering Bob is a great example of the many people who are experiencing the very same lifestyle changes he has gone through. For example, here we will be discussing how bob after graduating from college in 1996 resided in a great career earning $80,000 per year and due to how the many changes that are taking place in the workforce throughout America now earns $44,000 per year.
In addition, how the changes Bob experienced is in relations with Maslow’s hierarchy needs. The meaning of hierarchy of needs theory say’s that a hierarchy of five needs exist such that as each need is substantially satisfied, the next need becomes dominant (Robbins & Judge, 2007 p. 187). In the case with Bob, he started out great in life fulfilling his college needs, finding a great job and being in a great career and fulfilling his security needs thinking he was going to retire by the age of forty.
Through this, he reached what Maslow calls self-actualization in which he achieved the drive to become what he was capable of, growing, achieving his potential, and having self-fulfillment (Robbins & Judge, 2007 p. 217). Like late bloomers in life who graduated in their late thirties and early forties, I myself unlike Bob have sustained the lower order of Maslow’s hierarchy of physiological needs throughout my early part in life learning how to appreciate and be gratified within with the small things in life that really matters. Due to the timing in life of fulfilling each of Bob’s hierarchy needs in which he did ot have to struggle and learn the survival to skills to make end meet, I feel it is what caused Bob to feel frustrated. This may have lessened his self-esteem when societies economic and job loss security vanished in which he now earns $44,000 per year and have debts to pay off and is pressured to buy a home, settle down and get married. 2. Analyze Bob’s lack of motivation using organizational justice and expectancy theory. By looking at Bob’s lack of motivation from his career turning events we may analyze where it may have stem from-from an organizational justice and the expectancy theory standpoint.
There are three justices in organizational justice and they are multidimensional. They are distributive, procedural, and interactional. As we proceed to understand the meaning of organizational justice, which is what is fair in the workplace and resides in the perception of the person. We are able to connect Bob’s perception from a distributive justice standpoint residing in the fact that he went from earning $80,000 per year to $44,000 and as he claims, “He may never earn $80,000 again until 20 years from now (Robbins & Judge, 2007 p. 217). To Bob or for anyone else for that matter this situation is an inequity in which their being under rewarded for their qualifications and skills. Bob’s inequity also comes from comparing himself to the 40 million American whose peak earning are behind them and his father. As the case claims Bob states, “The rules have changed and the generation Xer’s is getting hit hard (Robbins & Judge, 2007 p. 217). ” If we are to proceed to understand the second element of justice “procedural” in which is to understand the process used to determine an outcome-Bob explains, “I’m frustrated.
I feel like my generation got a bad deal. We initially got great jobs with unrealistically high pay. I admit; we were spoiled (Robbins & Judge, 2007 p. 217). ” Since, there are no specifics in the case as to why Bob withdrew from his job of why he earns half of his usual income. I can only assume it is due to downsizing and the current restructuring of our workforce in America and this is a factor of Bob’s lack of motivation. Although there are, less evidence of interactional justice Bob goes on to claim, “We have no job security, the competition for jobs combined with ressures by business to keep cost down mean a future with minimum raises (Robbins & Judge, 2007 p. 217). ” Bob is more unmotivated because he perceives his situation such that the companies he works for treats him with no dignity, concern or respect. He feels as the case sounds that whether the blame is externally or internally it is unfair because he graduated at a good time, had a great job title, drives a European sports car, and was very optimistic about his future. Now his lack of motivation is causing him to worry about paying his bills, to settle down and marry, and to buy a home.
On the other hand, if Bob accepted and embraced Victor Vroom’s expectancy theory he would be able to change the outcome of all of his situations and events that are occurring in his career as well as his personal life. Expectancy theory much like self prophesy which one receives an outcome through the belief that they are already receiving it, relies on the strength of one’s effort performance in which say Bob for example, may exert some amount of effort with the probability that will lead to performance.
This in return leads to a reward relationship in which say Bob would believe that performing at a certain level would lead to a desired outcome. In the end, this reward leads to a personal goal relationship that satisfies say Bob’s personal goals or needs (Robbins & Judge, 2007 p. 208). Through the application of goal setting, using expectancy theory, and self prophesy, Bob can life himself up and be optimistic once again and begin to attract and create the lifestyle he once had or better. 3.
If you were Bob’s boss, what could you do to positively influence his motivation? If I were Bob’s boss I would get to know him more personally to find out any goals he has in the company, a little about his personal life like his family life. I would observe his potential and skills more closely that can benefit the company. I would have to make sure that I implement the expectancy theory and follow through with all the employees I manage so they can continue to excel and feel appreciated for the work that they do.
This can motivate him to do excellent work because if there are openings for advancements he could be a good candidate if he is motivated, the drive to succeed, the qualification, and the skills. I would reassure Bob as well as other employees by having brief meetings during the week on how the company is doing and how important their participation in the companies programs are contributing to the great success/disappointments of the company as to motivate him to continue to do great or better.
As a manager, I would provide Bob with customer feedback so he may know how the work he does each day is benefiting the customers. I would implement procedure justice by providing process control, explanations, and provide him clear reasons as to why he is receiving the reward. If the company cannot provide Bob a raise or a substantial one, I would use creative rewards for performance like create contests, give out tickets, as they may be earn unlimitedly when I acknowledge him for his good performance. 4. What are the implications of this case for employers hiring Generation Xers?
The implication this case suggest of hiring Generation Xers, is that even though they have a college degree employers would have to let them know they are in competition for their jobs and that they may only get paid half of what they were paid years ago (Robbins & Judge, 2007 p. 217). It has to be out in the open to the Generation Xers that there is no job security due to businesses trying to keep costs down and they will probably receive only minimum future raises in salaries (Robbins & Judge, 2007 p. 217).
References 590Robbins, S. P. , & Judge, T. A. (2007). Organizational Behavior(12th. ed. ). Prentice Hall.