BUS176 - Foundations of Management and Governance
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Running head: BUS176 Foundations of Management and Governance (2015)Foundation of Managementand GovernanceStudent: **********Student Number: *********Tutor: *********Workshop Time: **********Due Date: ********
BUS176 Foundations of Management and Governance (2015)CONTENT1.0Analysis Using Motivation Theories.....................................................................11.1Expectancy Theory............................................................................................11.2Other Relevant Motivation Theories.................................................................12.0Main Problems Defined........................................................................................2Primary Problems.......................................................................................................2Secondary Problems..................................................................................................23.0References...........................................................................................................34.0Appendices...........................................................................................................44.1Appendix 1: SWOT Analysis............................................................................4
BUS176 Foundations of Management and Governance (2015)1.0Analysis Using Motivation TheoriesAcme and Associate have staff of more than 300 employees working in the field of mining industry,which has currently the most lucrative market. Due to poor management, the organization is not able to expandthe business. The industry is largely defined by industry practice and many of those practices are traditional andbigotry, rigorous as well as unethical. Thus, result into the loss of motivation among the juniorassociate/staff/solicitor and Articled Clerk. Clients’ deals directly with the solicitors they have known for sometime and as per that solicitation the associates get promotion and bonuses. This in turn means bringing newclients and accumulation of billable hours and showing value of oneself to the organization can result in growthboth in terms of monetary as well as designation. The junior solicitors complain of injustice and exploitation bytheir seniors who kept the billable working hours as well as the amount charged from the clients for themselves(Elliot et al. 2017). The junior staffs and the Articled clerk often receive only just the half of the amount chargedfrom the clients for their service. Even though the junior staff works for more than 70 hours a week, they are notable to fulfill their quota of 40 billable hours per week as mostly these hours are kept by the seniors and are notcredited to the juniors. There are several other factors, resulting in poor motivation of the associates hamperingthe growth of the organization. Senior Associates are ignorant and unaffected by the grievance of the situation, itis sad as it is the main cause of lack of motivation (Maddux 2013). 1.1Expectancy TheoryIn accordance to the expectancy theory, which identifies effort, performance and outcome of anorganization, is showing that business are taking serious toll, in terms of revenue generation as well as employeesatisfaction and retention. The expectancy theory is based on three variables these are Expectancy,Instrumentality and Valence. Expectancy: It is believed that increase in effort will increase the performance level of an employee. InAcme and Associate, junior associates do majority of the work, still they do not get what they are promised bythe organization. As addressed earlier the junior associates are being robbed of the billable working hours. Ontop of that partial amount of the working hours are given to this employees. Thus, indicating that employeemotivation is greatly influenced by both ill information provided by the seniors as well as no or little supportfrom the seniors, which is becoming major hindrance to the productivity and output. It is deeply affecting themotivation level of the junior employees. It has also been seen that the expertise needed to do a particular job ina given job role is not present in the organization. Lack of proper skill set can also result in lack of motivation.The senior associates are not utilizing the resources provided by the management, which is resulting in loss ofbusiness, which is effecting both the organization as well as its stakeholders (Barron, Kenneth & Hulleman2015). Instrumentality: It is perceived as “If the employees do their jobs efficiently and effectively then thereis some reward for the employee”. The performances of the associates are not up to mark as there is no propersenior level guidance and overseeing of client’s portfolio out of jealousy is redirecting the motivating of the1
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