Motivation in the Workplace Case Study: Acme, Inc
Key Issues
The main issues faced by the employees were being underutilized, bored, and leadership change. Considering the groups experience and skills, it was surprising that no tasks were assigned to them related to their purpose. Instead, Carol had to find ways to keep them busy because there was no soft skills support needed by the other organization departments. Carol tried her best to ensure the employees did not feel like they were being underutilized, giving them the leeway to interact and collaborate freely. The hands-off approach by Carol was a great motivator because the employees did not feel they had to report and seek permission to collaborate. There was also flexibility in their work, which ensured employees did not have to just do a particular task.
Considering the experience each of the employees had, it was demotivating for them to sit around and do nothing. The employees indicated they wanted to do something productive. The lack of work impacted their productivity, and they felt they were losing their skills, making some of them start looking for other opportunities in different companies.
What is clear is that the need for the internal support group was not adequately communicated to other departments. Carol noted that she did not receive as many calls as she had hoped, indicating before the new team was formed, there was always a constant need to contract services to external parties. Therefore, the expectation was that the same would happen once the group was formed. Without proper internal communication and advertisement of services offered by the team, it became hard for other departments to know the services available and how to utilize the team. The result is the team was idle and only handled small requirements.
When Carol had to leave the team and relocate, Ron was appointed to replace her. Ron did not have the experience to lead such a team, and he further exasperated the teams issues by demanding to know everything each employee was doing, including timings. Ron was an autocratic leader and having worked in the engineering department,...
…increase their productivity. Motivation factors differ for each employee, which is evident in the motivation for Berl, where they prefer to just coast and let time pass by so they can have enough 401(k) to retire. The others are passing the time as they search for new opportunities where they will be valued and appreciated.In addition to a lack of work, the team was further prevented from increasing business by a lack of marketing and advertising of their services. It was noted that the CEO could have done a poor job communicating to the other departments about the need for the team, and change efforts did not incorporate knowledge sharing of what services the group offers. Therefore, most department heads find it hard to request service from the team. Change should be managed appropriately for it to generate the necessary results. Communication is the key to change, and it seems there was a breakdown in communication about the team and the services it offers. There should not have been a need to advertise the teams services if there…
References
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Mallik, A., Mallik, L., & Keerthi, D. (2019). Impact of employee morale on organizational success. Int. J. Recent Technol. Eng, 8, 3289-3293. https://doi.org/10.35940/ijrte.D8070.118419
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