How to Motivate Fred Maiorino?

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report has thrown light on identifying different motivational aspects which can be applied by
the respective organization to provide the employees with positive working environment that will
lead to enhancement in their morale. With the help of the proper leadership, goal setting and
performance evaluation technique, it will be helpful in enhancing the technique in an efficient
aspect which will be helpful in gaining competitive advantage. In addition, there were different
issues which were faced by the employees that affected the morale of the employees due to
which it affected the overall efficiency of the business operations in a negative manner. In such
scenario, there can be different kinds of motivation techniques which can be helpful for the
overall success of the company in a positive manner. Lastly, there can be different kinds of
techniques which can be helpful for improving the overall effectiveness of the firm in a positive
manner.

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Table of Contents
Introduction......................................................................................................................................3
Analysis of the Critical Issues.........................................................................................................3
Psychological Breach of Contract/Procedural and Violation/Interactional Justice.....................4
Leadership....................................................................................................................................6
Setting of Goals...........................................................................................................................7
Evaluation of Performance..........................................................................................................9
Recommendations..........................................................................................................................11
References......................................................................................................................................20

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Topic- How to Motivate Fred Maiorino?
Introduction
The respective paper helps in discussing the different failure of Jim Reed in motivating
top salesman Fred Maiorino in the company for continuing in the different advancements in the
works and achievements at Schering-Plough. In performing the same, it will be helpful in
examining the role of Reed in promoting the sense of psychological breach of contract as well as
violation and contributions of Reed to the different injustices done by him to Fred.
Moreover, the respective report helps in showcasing and exploring the misutilization of
the psychological appraisals, goal-setting aspects along with discussing the counterproductive
leadership style of Reed that led to the ultimate demotivation of Fred in working at the company.
Lastly, the paper will be showcasing the different kinds of alternative behaviors of Reed which is
relating to the psychological contract, goal setting, performance appraisal accompanied by
development of the appropriate style of effective leadership as well as suggesting specific kind of
actions which should be considered by Reed for inspiring Fred as to remain loyal and the valued
employee of the company.
Analysis of the Critical Issues
Fred Maiorino was being employed by Schering-Plough for the last 35 years, however on
July 19, 1991, Fred was being terminated as the main reason was the deficiency of the motive of
working he had when Jim Reed was hired. The different kinds of factors that helped in inhibiting
Jim Reed from motivating Fred Maiorino was the lack of proper skills related to leadership, lack
of proper goals which requires to be achieved along with the lack of effective performance

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appraisal and review of the different employees. The case study has helped in understanding the
different facts that led to the firing of Fred Maiorino and it affected his morale.
Psychological Breach of Contract/Procedural and Violation/Interactional Justice
At the starting of the job, it can be seen that Jim Reed commented and told Fred that as he
is the most senior employee in the company, therefore, Jim would be requiring his help in the
future for managing the motivation among the different employees. There are different older
workers working in the company who tends to require the collaborative approach that will be
enhancing the growth of the company and their morale as well. From the respective case study, it
can be identified that at no time, Jim Reed took any kind of help from Fred and it affected his
morale and confidence in a negative manner. Jim Reed did not take any advice regarding the
training and development of the employees and it affected the morale of the employees in a
negative manner.
From the case, it can be identified that as to generate a optimistic work environment in
the organization, it is necessary for the company to motivate different employees in an equal
manner and provide them with different opportunities which will be increasing the global
productivity of the workplace and it will prove to be positive for the improvement in morale of
employees. The main issue which affected Fred was that he devoted more than three decades of
achievement and hard work at Schering-Plough with the proper expectation of the comfortable
retirement in the old age. The other aspect which affected the perception of Fred related to
breach of contract was intensified wherein he perceived the fact that he was being treated with
very little contemplation of respect.

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The subsequent behavior of Jim Reed towards Jim Reed- the evaluation related to
performance together with spying caused in the employee’s suspension without any pay for next
two days that led to the ineffectiveness in the performance of Fred and it affected the
organizational effectiveness in a negative manner. As commented by Aarons et al. (2017), when
the supervisors are not supportive in nature in managing the different needs of the employees, it
affects their morale and the overall productivity of the company decreases to a great extent. In
such scenario, Fred gave back to Jim Reed and the company with the same kind of lack of
support as he had received from the company that had affected the growth of the company in a
negative manner.
Moreover, the main critical issue was that there were differences in the ideas of Fred and
Jim Reed regarding the performance of Fred along with its measurement, productivity related to
setting of goals and the constituted equitable treatment of subordinates. As defined by Afsar,
Badir and Kiani (2016), these are the different differences exemplified incongruence and three
major factors which are causing the same that are as follows: degree to which the different agents
and employee of the company hold cognitive kind of schemata relating to the obligations of
employment along with lack of sufficient kind of communication regarding the different
obligations. While looking at the respective case, it can be identified that he was demotivated by
lack of both motivating and lack of hygiene factors.
For instance- From the case study, it can be identified and analyzed that Fred was ranked
in a poor manner despite being the top performer in the entire district something which
demoralized him in a bad manner and moreover, it was being seen that Jim Reed adopted a new
and unique performance evaluation related technique that mostly favored the young individuals
working in the organization and it discriminated Fred among them.