Different motivational theories are involved in the analysis of this situation, they include; Equity of theory of motivation: This is the situation where employees are assured of fairness in the distribution and type of rewards. This theory is evident as workers in Perfect Pizzeria are deprived of their food thus they feel unfairly treated and in return do not work hard enough to reduce the loss percentage.
Expectancy theory of motivation: This is where the employees expect a certain reward for their effort. But the manager in turn took away the motivation of the employees thus it reduced their intrinsic reward expectation.
Reinforcement theory of motivation is where the employees are immediately awarded for their good job done. In this case study, the manager had a wrong perspective about the employees as a group that is, he showcased stereotype mentality by punishing them as a group instead identifying the individuals who worked less.
Content theory of motivation: this is the situation where the individuals differences are acknowledged in motivational value. But the motivation that was supposed to make employees work hard was deprived of them and thus disrupted their morale and this in turn led to downfall in production.
Goal-setting theory of motivation which focuses on the development and negotiating process. But the manger did not have the time to negotiate with his employees thus led to rise in the lose percentage (Schermerhorn, Osborn & Hunt, 2000).
Therefore based on the managers retaliatory approach to change the number of hours that the employees had to work before they ate can be well explained in the expectancy theory where the workers expected to have their pizzas after every six hours. This made the employee not to respect the authority and thus led to some of them quitting the job. This in return led the manager to violet work ethics and get involved in the preparation of food.
In this situation the employees looked at the manager as an example thus they had motivation to work along the manger as they felt no one was on their neck to deliver. Here the reinforcement theory of motivation was employed and as a result the loss percentage went down for two months and a bonus was received by the manager.
The establishment of a lie detector to reduce the undesirable behavior didnt work as employees felt that since all were involved in the scandal, then no one would go home because the manager would not bare the loss of all employees thus it had no effect on the reduction of loss percentage. The situation continued to deteriorate and loss percentage increased due lack of negotiating skills and the choice of punishment was not reliable (2015).
The manager should therefore apply goal-setting and reinforcement theories by negotiating with employees rather than giving threats since punishment is not the best motivation to them.
Schermerhorn, J., Osborn, R., & Hunt, J. (2000). Organizational behavior. New York: J. Wiley.
(2015). Retrieved 16 October 2015, from http://yourbusiness.azcentral.com/three-major-theories-motivation-1260.htm
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