Management Issues and Motivation Theories in an Organization

This article discusses the management issues and motivation theories in an organization. It identifies the specific issues and their impacts on the organization. It also suggests motivation theories that can be used to improve the situation. Two HR theories and two leadership theories are also discussed.

Running head: INTRODUCTION OF MANAGEMENT
Introduction To Management
Name of the Student:
Name of the University:
Author’s Note:

2INTRODUCTION OF MANAGEMENT
Answer to question1
The most important 5 specific management issues that have been identified in
the scenario are
Lack of clarity in understanding the business and the tricks that are to be
followed as per the present market scenario
Tom has been recently promoted to a new managerial position and he is kind of
overconfident with his expertise. He is not ready to listen to the advice that his boss has
to share with him. He was not really clear with the exact business demand. In other
words, they were not really sure about what is the exact Kiosk business demand that
would attract the attention of the customers (Berson et al. 2015).
Employees need a reason to care about contributing
One of the managerial issues that were present in this company was perhaps the
lack of motivation or the lack of a reason to contribute towards the overall growth of the
company. Frank must try and use methods that would motivate all his employees. He
must try the method of praising and appreciating his employees and their ideas. Though
Tom seems very ambitious and is not ready to get the guidance of any of his superiors,
but he does have some very good expertise in his own filed. So, if Frank keeps on
overhearing them then Tom would no longer feel wanted within the company.
Managers need to create a positive work environment
The managers did not put forward any effort to make a positive environment for
the employees. In the strategic planning meeting, there was a constant clash of interest
between Tom and Frank Davis. Even during the meeting, they were not very confident
regarding their agenda. Tom was not ready to take any suggestions from Frank and
vice versa (Avolio 2016).
Egotism and overconfidence of employees

3INTRODUCTION OF MANAGEMENT
Egotism of the employees often becomes one of the major problems. The same
was happening in the given scenario. Tom was ambitious and was overconfident about
his skill and his expertise. As a result of this, he was not even ready to take any piece of
advice from his superiors. So, this was becoming a major issue in the path of progress
of Tom in particular and the overall organization in general.
Answer to question2
The above-mentioned issues are likely to cause several impacts on the business
organization. If there is such a miscommunication and confusion among the senior
management employees then it is likely to have a very big impact on the morale of the
other employees. They will be suffering from this constant fear and threat that if this is
the condition among the two senior managers or the leaders then there will be no one to
guide them in future. They will also be very afraid about their future growth and
development. They might feel that their voices will never be heard within the
organization and they will always be dominated by their bosses. If these issues are not
resolved then there will be a major problem in the overall production of the company.
There will be a constant problem in communication among the employees. There will be
power struggle going on around in the company. No one will be ready to take the
opinion of others. It is clearly evident from the behavior of Tom. He feels that whatever
knowledge he has is sufficient and he does not need to follow the advice of any of his
superiors. Similarly, Frank who is Tom’s boss, must also be a bit tolerant towards Tom
and must at least pay some attention in listening to his ideas. The leaders or the bosses
will have to be tolerant and patiently deal with any and every issues that their followers.
It is true that Tom is new to his promoted post and is not very well acquainted with all
the job roles and responsibilities, he is also way too ambitious, but Frank must realize
that Being a leader it is his responsibility to help Tom realize his mistakes and correct
them.
Answer to Question3

4INTRODUCTION OF MANAGEMENT
The three motivation theories that must be used in the context of the above-given
scenario are as follows
McGregor’s theory X and theory Y talks about two different sets of human behavior
that is visible within any business organization. It can be seen in the given scenario that
Tom does not like any change in his routine work schedule. Though he has been
promoted to a new post he likes to concentrate on his own projects and plans rather
than listening to his boss Frank. So, tom's present behavior can be categorized under
theory x. So, it is wise for Frank to apply theory Y which will make Tom much more
responsible and he will also become obedient towards Frank. For doing this Frank can
reward Tom for his excellent work or can at least listen to Tom’s business ideas and
views rather than rejecting them fully. Frank can also apply Herzberg’s motivation
theory. There are two different factors namely hygiene factors and motivators. Tom
currently is demotivated by the hygiene factors (Lawter, Kopelman and Prottas 2015).
He does not like the constant supervision by Frank. He is also uncomfortable with the
working conditions as well.
He resents the fact that his business ideas are constantly being overlooked by
Frank and he is also being asked by his seniors to work on his behavior and to take
suggestions from other managers in order to gain the expertise. All these factors are
demoralizing Tom. So, if Frank applies the motivators then perhaps he will be able to
make things right for Tom. He has to use methods like recognition, level of
responsibility. Frank must try to recognize the expertise and the talents of Tom to some
extent and must believe him with the assigned responsibilities.
Frank can also use the Maslow’s hierarchy theory (Anderson 2014). For
ensuring that the employees are motivated, Frank has to ensure that all the needs of an
employee have to be fulfilled. So, he has to focus on the safety needs, the
belongingness need and also the esteem needs. The sense of belongings has to be
inculcated among all he employees working within the organization and particularly
within Tom. If Frank constantly keeps on rebuking Tom for everything and does not pay
any attention to whatever he has to say then Tom will never be able to feel that he is a
part of the organization. He will suffer from this feeling that he is being ignored at every

5INTRODUCTION OF MANAGEMENT
step and he is not being accepted by his Boss and also by rest of his co workers. On
the other hand Tom also needs to be corrected because he is not ready to listen to the
advices of his superiors. So, it is advised that that If Frank wants to amend all these
situations in his organization, then he will have to implement all these rules. He will have
to make sure that all the efforts that Tom has given so far are recognized properly and
are rewarded and recognized so that Tom can feel wanted within the organization.
Answer to question4
Two HR theories that can be used to improve the performance of the
organization are as follows
Selection and recruitment
This method must be used in this company as it will help to make a proper
selection among the employees for the respective posts. There are many different
methods that must be followed by the management before selecting the employee for
the post. Though Tom is a very talented employee he is way too ambitious and does not
really want to stay under the guidance or the supervision of any of his superiors. So, this
would not have happened if Frank had done an analysis previously about Tom or would
have taken a vote from the rest of the employees regarding Tom’s conduct with them.
So, from now on he must follow this process so that he has complete information about
the employee before hiring him for a particular post. The information will not only be
about the talents or the knowledge of the employee but also about the behavior and the
conduct of the same (Hitka and Balážová 2015). There has to be a proper selection
method and a voting system that will help in selecting the right employee.
Performance management
This process will also be very much helpful in the context of this particular
organization because it seems that there is a strong miscommunication among the
employees. There is also a huge clash of interests taking place between Frank and
Tom. In order to ensure that this does not cause any harmful effects on the overall

6INTRODUCTION OF MANAGEMENT
performance of Tom, Frank must use several methods like emphasizing on the
appraisal process, awards and recognition and several other such methods. If Frank
wants to improve the present situation within the organization, then he has to ensure
complete employee satisfaction. He must give Tom some freedom so that he is able to
manage his work independently (Matthews et al. 2015).
Answer to question 5
Two of the leadership theories that Frank must use in order to improve the
current situation of his organization are as follows
Situational leadership
As it can be seen that currently the situation in Frank's organization is quite
disturbing and there are several clashes of opinions taking place between Frank and
Tom. This is also creating a harmful impact on the rest of the employees. In order to
handle this situation, Frank must use the theory of situational leadership. In other words,
he must act as per the need of the situation. In this situation, Frank must try to support
and motivate Tom. Frank must lead Tom in a right way. He must recognize the efforts
and the ideas of Tom and must show him his faults in a polite and friendly manner.
Frank must not use abuse or accuse Tom of his misconduct rather he must be friendly
towards Tom and must show him the right path to proceed (McCleskey 2014). The
situation demands that Tom has to be guided properly by Frnak.
Transformational leadership
Frank must follow this particular theory of leadership so that he can bring about a
change in the present behavior of Tom. Tom has been promoted to a new post and he
is not really aware of the fact that he needs to learn from his seniors as well. He thinks
that whatever he knows is enough and he does not want to follow the orders of his
superiors. This mentality, however, needs a change or a transformation. Frank has to
bring about this change by making Tom understand that taking the help from his
coworkers and his seniors will guide him in the long run (Banks et al. 2016).

7INTRODUCTION OF MANAGEMENT
References
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor
theory. Life Science Journal, 14(5).
Anderson, A., 2014. Maslow's Hierarchy of Needs. The Prairie Light Review, 36(2), p.7.
Avolio, B.J., Keng-Highberger, F.T., Schaubroeck, J., Trevino, L.K. and Kozlowski,
S.W., 2016, January. How Follower Attributes Affect Ratings of Ethical and
Transformational Leadership. In Academy of Management Proceedings (Vol. 2016, No.
1, p. 16854). Academy of Management.
Banks, G.C., McCauley, K.D., Gardner, W.L. and Guler, C.E., 2016. A meta-analytic
review of authentic and transformational leadership: A test for redundancy. The
Leadership Quarterly, 27(4), pp.634-652.
Berson, Y., Halevy, N., Shamir, B. and Erez, M., 2015. How should leaders construct
and communicate their messages to most effectively motivate their employees? We
offer an integrative framework to address the diverging and complementary nature of
two established approaches to employee motivation: Vision communication and goal
setting. Specifically, while vision communication involves formulating relatively abstract,
far-reaching, and timeless messages,... The Leadership Quarterly, 26(2), pp.143-155.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), pp.114-125.
Hitka, M. and Balážová, Ž., 2015. The impact of age, education and seniority on
motivation of employees. Business: Theory and practice, 16, p.113.
Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, 27(1-4),
p.84.

8INTRODUCTION OF MANAGEMENT
Matthews, J., Love, P. E., Heinemann, S., Chandler, R., Rumsey, C., & Olatunj, O.
(2015). Real time progress management: Re-engineering processes for cloud-based
BIM in construction. Automation in Construction, 58, 38-47.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly, 5(4), p.1