Antonio has a number of employees who report to him. He has been considering how to motivate these employees to higher levels of performance and productivity. Antonio believes that most people are motivated by the satisfaction they receive from doing their jobs. He thinks that workers have a personal need to do well on the job. Another manager, Dexter, argues that while Antonio may be right, it is important to offer financial incentives. Dexter believes that workers don’t really want to come to work and that managers therefore have to provide a “carrot” to ensure quality and productivity. Part of his evidence is that employees keep complaining about pay, working conditions, and benefits even though the company pays well above average for the industry and the area. Several days after this conversation, both Dexter and Antonio attend a workshop on employee motivation that explains Herzberg’s motivation-maintenance theory.
Ted is a vice-president in a small company. He’s a very laid back and private man. Everyone considers him very nice but indecisive. When he makes a decision, he communicates it accurately, but he often just won’t make one. Ted thinks of himself as a very decisive person who likes to be flexible and take his time making decisions. In casual conversations with his secretary, Ted reveals that he went to school in the South, has been married for 20 years, and is thinking about taking a cruise for the first time for this year’s vacation.
Ted is terrified of making the wrong decision in most situations. He knows this but won’t tell anyone, even his wife. You see, he once worked for a very demanding and abusive boss who eventually fired him. Anytime Ted would make a decision this boss disagreed with, whether it was the right decision or not, the boss would yell at and humiliate him in front of others. As a consequence, now, years later, Ted has a tough time making decisions.
Antonio’s company has an employee orientation program; has an extensive employee performance review program; and encourages managers to praise, write letters of appreciation for jobs well done, and take the time to listen to their employees. Years ago, the company began a positive reinforcement program. Managers were initially reluctant to support the program because they expected employees to begin demanding pay raises. But the company kept working at it, and eventually the program was accepted. Then, in order to increase quality and productivity, assembly-line workers were paid based on piecework for each acceptable component that they built. When the incentive programs were first introduced, employees competed with each other, teamwork was destroyed, and interpersonal relations dropped to an all-time low. Now the incentive programs and other positive reinforcement programs seem to be working. However, due to cutbacks in management levels and increasing work demands, managers are finding it harder and harder to determine which employees most deserve recognition.
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