Both Jane in the Communications Taskforce (Case 1) and Samantha in The Human Resource Strategies Branch (Case 2) were being denied accommodations in organizational practices that could become very de-motivating for them. Answer both of the following questions regarding these two situations.
1. Compare and contrast the de-motivation that they would experience if they both did not receive the accommodations they were seeking.
Apply this question to the following theories:
Theories of Work Motivation
Two Factor Theory
Consequences of Job Dissatisfaction
Tips for Promoting Job Satisfaction.
Motivation at Work
Goal Setting Theory
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The paper can be further refined by adding the introduction to each theory. This information is easily available in any Industrial psychology text book and is a very basic part of the answer. I have not added it as I was not sure how long you would want it to be.
You can use :
Behavior in Orgaizations: Understanding and managing the human side of work.
Jerald Greenberg & Robert Baron.
1. TWO FACTOR THEORY:
Herzberg's Theory talks about job satisfaction and dissatisfaction as stemming from 2 different sources. Jane is de - motivated due to the following reasons:
• Company Policy and administrative practices: The Organization had a policy of supporting PM's for a CFP program. But the lack of transparency meant that the other members of the staff were not aware of this. Although Jane was now working as a Portfolio manager, she was not treated on par with the other PM's. She was discriminated against openly and her professional standing was questioned. What usually happens in mergers is that the acquiring organization tries to hoist its practices on the acquired organization. This makes things difficult for managers at the supervisory level. Brads inability to push Janes case through is a reflection of the same.
Samantha faced a similar kind of discrimination. Firstly the organizational policy was not clear. According to Jack, CWW was not yet formally adopted. But Rose's actions showed that the supervisor could use his/her discretion and reward deserving candidates with a CWW.
• Quality of ...
The solution looks at two case studies of work motivation