University Management Case Study: Motivating Fred Maiorino Analysis

This case study examines the challenges of motivating Fred Maiorino, a long-term employee at Schering-Plough, and the leadership failures of Jim Reed. The analysis delves into the psychological breach of contract, procedural and interactional justice, and how Reed's leadership style, goal-setting practices, and performance evaluations negatively impacted Maiorino's motivation. The study highlights the importance of transformational leadership, effective goal setting, and fair performance appraisals in fostering a positive work environment. It explores the impact of demotivation and suggests alternative behaviors for Reed, focusing on improving employee morale, recognizing employee contributions, and promoting a more supportive and equitable workplace. The paper uses the study to examine the impact of leadership on employee motivation, focusing on the importance of different leadership styles, goal setting and performance evaluation techniques, and the creation of a positive work environment. The case study explores the specific failures in leadership that led to the demotivation of Fred Maiorino and his eventual termination. The analysis includes recommendations for improvement and explores different motivational techniques that could have been implemented to improve the overall effectiveness of the firm.

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.

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In such scenario, it can be seen that the salary of Fred was increased by 5% in
comparison to the other young generation individual employees wherein there was more than
12.7% increase. In addition, the equation between Fred and Jim Reed and their personal
differences between them played a crucial role in affecting the overall performance in a negative
manner. Moreover, because of turning down the offer of early retirement, it was being analyzed
that the boss of the company started to accuse of the falsification of the report as well as
tardiness and it did not allow the boss to even recognize his performance performed by him in
the company and his rich experience as the sales person.
Leadership
As per the respective case study, it can be identified that Jim Reed has tried to provide the
employees with motivation that helped in achieving the goals. However, in case of Fred
Maiorino, he had failed in motivating and leading Fred due to the unsuccessful role as the leader.
In general, the different leaders need to have the proper ability to supervise and manage the
different performances which have been done by the employees working in the company. As
commented by Aga, Noorderhaven and Vallejo (2016), there are different styles of the
leadership, however the most efficient style of leadership is Transformational approach as it
assists in inspiring the different employees and help them in achieving the goals in a successful
and positive manner.
Furthermore, in accordance to the case study, it can be identified that Jim Reed was
failing to actuate Fred due to the unsuccessful function as an effective leader. As commented by
Antonakis and Day (2017), motivating the different employees working in the companies help
them in originating them to believe in the organizations relating to their aspirations. Moreover,
with the assistance of the transformational leaders, the leaders have the potential to stimulate and

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motivate the different employees which provides them with the ability to function and
accomplish the outstanding results and it will be better for leading capabilities of the company.
However, in case of Fred, it can be seen that there was no such motivation provided to him and
there was autocratic style of leadership that can affected his growth of Fred and the entire
organization as well (Ashikali & Groeneveld, 2015).
In addition, as opined by Banks et al. (2016), the different transformational leaders
believe that the employees are the valuable assets of the company and it helps them in managing
the individual growth and it includes the moral development of the different employees.
Furthermore, the transformational leadership is one such criteria which helps in increasing the
overall performance who can perform beyond the expectations of the employers and others in the
company which will be helpful for achieving the goals. As commented by Batorsky et al. (2016),
the transformational leaders significantly enhance the outcome and competences of the leaders
which will be increasing the collaboration among different employees in a positive manner.
In case of the respective aspect, Jim Reed could have incorporated the transformational
style of leadership that could have been enhancing the growth of the company and improve the
morale of employees positively. With the implementation of the transformational leadership
style, it will be enhancing the overall organizational development and change and create a
positive environment for working for the employees as well.
Setting of Goals
The deficiency of the needs of Jim Reed contributed towards the failure of the motivation
of Fred. The goal setting is defined as the most efficient tool which should be implemented by
the different employers in the companies to motivate the employees and it allows them in feeling

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valuable in the organization. The efficient and effective setting of the goal is the force of
performance and as commented by Bredahl et al. (2015), the theory related to goal setting helps
in emphasizing mainly on giving the different employees with precise goals than being told and
encouraging the employees in performing their best. In order to provide the employees with
proper satisfaction related to job, the employers working in the company needs to understand the
attempts of making them feel motivated and it will help them in performing better.
As commented by Calk and Patrick (2017), the proper setting of the goals for the
different employees will be helpful in instilling purpose and meaning of the job and it will be
allowing them to challenge one another working in the company. Proper achievement of the
goals in the companies will improve the interests of the different employees and there will be
enhanced sense of the personal and professional efficiency of the employees working in the
company. Moreover, as stated by Chen, Chen and Sheldon (2016), the significance of the goals
to the different employees helps in influencing them to be committed towards the goals. In
addition, as stated by Cummings, Gao and Thornburg (2016), the goals are being regulated
through proper commitment, feedback, situational elements as well as goals that will be
enhancing the overall efficacy of the increased level of performance.
As commented by Dong et al. (2017), the success derived by the different employees in
accomplishing the stimulating as well as obtainable goals is correlated directly to achieving for
the successful results which will be beneficial for the overall success of the company. In order to
improve the overall success of the company, it will be improving the morale of employees as
they will be having the feeling that their views are being valued and they can perform more
efficiently in achieving the goals appropriately. In the respective case study, the specific goals
are required to be set for Fred and it would have proved to be motivated, challenged together

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with increased level of the performance will be gained and it could have helped the company in
improving morale of employees (Flores & Ekstedt, 2016).
Evaluation of Performance
The utmost failure of proper evaluation of performance in the organization had led to the
demotivation for Fred and it affected his morale in executing the various activities in a proper
manner. The method or process which was being used by Jim Reed was related to the outcome
which was unintended in nature and it affected the overall growth of the company in a negative
manner. As commented by Gelfand et al. (2017), the performance appraisal should not be based
on the historical factors as the purpose of the performance reviews should be done by keeping
the future in focus and it will be helpful in handling the diverse activities in a positive manner
and helpful for meeting the goals in a positive manner along with assisting in gaining more
accuracy in the business.
In the performance appraisal system which was being used at Schering, it can be seen that
there was more favor which was being offered to the different employees who are young and it
affected the morale of Fred negatively and it led to the negative attitude of Fred towards
performing the different tasks in the company in an ineffective manner. The key or the main
motives for lack of performance in the company can be properly accredited to the lack of the
managerial success due to the lack of the direction of the manager in the company and feedback
which is being provided to the employees (Gerhart & Fang, 2015).
In such scenarios, to make the situation effective, the different leaders need to make the
different employees aware of the different responsibilities and offer them with continuous
feedback. The different employees need to be made aware regarding the progress of the level of

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performance as it can be seen that most of the companies in the market does not provide proper
guidance to employees and they mostly consider the different weaknesses of the employees that
led to the overall ineffectiveness of the employees (Ghasabeh, Soosay & Reaiche, 2015). It has
the tendency to make the different employees behave in a defensive manner regarding the
negative focus on their weaknesses. With such kind of distrust and it will be deter the
performance of the employees that makes the performance related review inefficient for
development of the employee. The lack of effective evaluation of performance played a major
role in the termination of Fred from the Schering Company.
As per the different researches which have been conducted, it can be seen and identified
that the old employees working in the company were made less valued that affected the growth
of the company in a negative manner which affected the overall efficiency generation capacity of
the company. From the case study, it was being noticed that when Schering retired some of the
different employees who were old and they were replaced by the others who were young
employees (Hawkins, 2017).
Due to the same, it made Fred feel that he was less favored and in the multigenerational
workforce, the different people who were the old employees working in the company were less
engaged in comparison to the young generation individuals. In such scenario, it becomes the task
of the different managers as well as supervisors to ensure that everyone is engaged in the
workforce and properly motivated which will encourage them to give their best and make the
company productive in nature as well (Heckhausen & Heckhausen, 2018). Proper motivation is
the key element which should be incorporated by the company as it will be enhancing the growth
of the company and allow the employees in performing well as it will be enhancing the growth

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of the company in a proper manner and it will be valuable for the success of the company in the
future.
Therefore, from the analysis of the respective case study, it can be identified that these
are the critical issues which can affect the growth of the firm and employees in the company.
There was no inclusion of proper and effective leadership that affected the growth of Fred in
growing in the respective company and moreover, the lack of the goal setting procedure affected
the morale of employees which impacted the growth of the company negatively and it impacted
the morale of Fred in completing the tasks in a proper manner (Heinitz et al., 2018).
Recommendations
From the analysis of the critical issues that affected the morale of the employees in the
company, it can be identified that there are different kinds of recommendations which can be
provided to the company and Jim Reed as to improve the situation and motivate Fred in a better
manner that will be appropriate for keeping him motivated and improve his morale in performing
the different activities in a positive manner. Jim Reed needs to become the transformational
leader as the performance style of the employees will be improved with the implementation of
transformational style and it will be enhancing the growth of the company in a positive manner.
There are different approaches of the transformational leadership approach that will be
beneficial in enhancing the growth of the company and employees in a positive aspect that
includes the fact that includes increase in the productivity along with decreasing the turnover of
the employees in the company which will be appropriate for the success of the company which
will be enhancing the overall growth of the company appropriately. As a successful leader, there

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should be incorporation of efficient communication along with understanding of each generation
which will be enhancing the effectiveness of the growth of company.
From the respective case study, there can be devising of the effective assessment as well
as evaluation related procedures which take in consideration the age diversity related factor
which is acceptable and put in consideration the different special requirements of the given
generation. There can be inclusion of recognition wherein the managers of the company need to
make sure that the different contributions of all employees should be acknowledge which will be
helpful for them in improving their morale and it will be reflecting on their performance (Hoch et
al., 2018). The proper preparation of the employees for improvement is the other factor, however
the main aspect in the respective scenario is that the different employees do not have appropriate
reason for aiding the subordinates in improving their performance. In case of Fred and Jim Reed,
it can be identified that the boss of Fred tried to motivate him through providing him with the
different kinds of motivational aspects.
However, in such scenario, Fred was not being motivated as he was hesitant in trying out
the new techniques in performing the different tasks and it affected their morale. In such
scenario, the different employees were motivated, and Fred was following the traditional
motivational aspect that affected his growth in a negative manner (Hur, Moon & Jun, 2016).
Moreover, Jim Reed could have been more flexible in the approach of handling Fred and it
would have made him in being more flexible in achieving the goals in an effective manner. For
example- The boss of Fred could have put a flexible management system styles which could be
easily recognized by both the old and new employees working in the company as it will be
helpful for incorporating the flexible technique for evaluation of performance and it could have
helped the company in dealing with the situation appropriately.

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Each generation working in the company needs the different kinds of work cultures
which are diverse in nature and there should be motivation for all groups of employees which
will be increasing their motivation in achieving the goals in a successful manner. A
multigenerational workforce is being characterized by following generations wherein each of it
requires different kinds of motivation in improving their morale and gain competitive advantage
in the market. In accordance with the respective case study, it can be seen that Fred was
considered to be under the Baby Boomers Age who were born in the year 1946 and 1964 and
that was the time when the different problems started with his boss (Jaiswal & Dhar, 2015). In
such scenario, the bosses need to participate in the different associations along with conventions
which keep them professionally linked with the peers and the boomers are motivated through
working together on the different professional projects in the affiliation with other who are like
them (Jayaweera, 2015).
From the case study, it can be identified that Jim Reed can put superior illustration which
will be helpful for gaining the trust among the different employees that will be helpful for
improving the morale of employees in a positive manner. The situation should be such that
wherein the different employees will be able to actuate along with make the different alterations
along with hiking the involvement of the different employees. Secondly, there can be proper
inspiration and motivation provided to the employees which will actuate them in achieving the
organizational goals and leadership will hold ability to promote the different employees to work
together along with obtaining ends along with increasing the degree of public presentation in a
positive manner (Karanika-Murray & Michaelides, 2015).
Lastly, the disputing the different employees intellectually will promote as well as excite
them in showcasing creativeness and originality while working in the company and achieving the

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desired objectives in a proper manner. These are the different factors which will make the
employees able to believe resolutely along with develop the job work outing related
accomplishments as it will be assisting the company in becoming more effectual. The technique
related to transformational aspect can be helpful in promoting the employee consideration as the
different transformational leaders care for the different employees and they are viewed as the
advisors in the company. As commented by Klotz et al. (2018), there should be inclusive of
positive correlation between attitude of the employer and the consequences of the different
employees. The overall success of the company is dependent and correlated in a direct manner
with addition in degree of public related presentation, betterment and efficiency.
Jim Reed requires to put end for the employees through the end putting theory to actuate
the different employees working in Schering. As commented by Landers, Bauer and Callan
(2017), there was resistance to change among the employees including Fred which created
negative impact on morale of employees. In the respective case study, Fred resisted to adopt the
new technique of improving the sales of the company, instead he was comfortable with
performing the different tasks in the traditional manner. Therefore, in the respective scenario, the
managers of the company need to know the reasons behind the resistance to change and the
different techniques which can be adopted to manage the resistance among employees (Lee et al.,
2019).
As commented by Manganelli et al. (2018), to effectively manage as well as reduce the
resistance, it requires for adopting the effective model which will effectively manage the change
in the company. The model must consider the special interest of the different employees working
in the company so that it causes minimal resistance to change and the performance of the
company is not at all compromised as well. The theory related to constraints will be helpful in

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proving to be the most suitable option in managing resistance and the main philosophy of the
model is based on focusing on the process of continuous improvement. The major fundamental
idea of TOC in exploitation and recognition of system constraints in process of improving the
entire system (McGee & Johnson, 2015).
While improving the system, the managers of the company requires to determine the
different constraints to determine whether it is physical or non-physical in nature as when the
constraints are non-physical in nature, there can be problems in recognizing them as they cannot
be measured which will be impacting the growth of the company and employees in a negative
manner (Ozyilmaz, Erdogan & Karaeminogullari, 2018). To effectively manage the resistance to
change among the employees, it can be helpful for managing the aspect in a positive manner
while implementing the changes in the company appropriately.
As commented by Perryer et al., (2016), proper participation and involvement of the
different employees is the first and foremost aspect which tends to defuse both irrational as well
as rational fears about the change in the workplace. Through participation in both design and
achievement of change, one acquires the personal stake in its success. The communication and
educational approach are the other factor that can be considered to be essential in managing the
resistance to change which will be helpful in helping the employees for understanding the special
reports which will be beneficial in improving the scenario in a positive manner. The other aspect
which was being noticed in the workplace is related to the maintaining and gaining trust at
workplace that will be crucial for the growth of the employees which will be beneficial in
building the trust and improve the workplace environment (Rijal, 2016).

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The most fundamental aspect which should be considered in motivating the employees
along with Fred which requires to provide the different information to the employees as it will be
enhancing the growth of the employees and prove valuable for them in improving their morale
and gain huge productivity. The trust is the one and fundamental element and should be in the
position to gain trust from the others (Shim, Jo & Hoover, 2015). The proper sharing of the good
and bad information on the floor with all the employees is the critical element which will be
promoting creativity, allow disagreement, cultivating talent without any kind of negative
repercussion will be helpful in improving the scenario. In order to maintain trust, there should be
inclusion of reward valued added activity and the employees should be guided as the example
which will be beneficial in improving the scenario in a positive manner (Sudholz, Salmon &
Mussap, 2018).
Through implementation of the different approaches, it will be helpful for the company in
making the different employees to think in a decisive manner and develop the skills of problem-
solving which will be assisting the company in becoming more effective. Moreover, as
commented by Tasselli, Kilduff and Landis (2018), there can be consideration of the learning
goal that can be set when the employees lack knowledge to obtain the goals in the company. In
such scenario, the different employees need to be committed towards the goal and in order to
ensure that the employees are committed towards the goals, the goal needs to important and
essential and it should be deemed to be achievable by the different employees. It is necessary
that the employees feel committed in achieving the goals for the performance level that can be
affected.
As commented by Tatum, Formica and Brown (2017), the other most essential factor
which helps in facilitating the goal commitment is the actual belief that individuals are able to

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attain the goals and, in such scenario, the managers require to provide the employees with proper
feedback as to keep a proper track on the achievements. Moreover, as opined by Xenikou (2017),
there can be different employees who may not be able to achieve the goals and, in such scenario,
they prefer to adjust their strategy to ensure that they achieve their goals and become more
competitive in their operations in a successful manner. As suggested by Vasu, Stewart and
Garson (2017), when the feedback allows the overall performance to be tracked in a proper
manner in relation to one’s goal and the goal setting approach is effective. When the different
employees realize the fact that they are not on the proper track to achieve the goals and in such
scenario, they will be working harder to increase the level of performance and achieve the goals
simultaneously.
With the implementation of Herzberg’s Motivation-Hygiene Factor, it can be helpful for
providing the employees with both hygiene as well as the motivational factors that will be
helpful for improving the morale of employees and gain competitive advantage. In case of Fred,
it can be seen that the respective theory concentrates on importance of the different internal job-
related factors which are the motivating forces for the different employees. The same has been
designed in a positive manner which will be increasing the job enrichment related factors for
employees and create the opportunity for the employees to take part in planning, performing and
evaluating the work.
Moreover, as opined by Vanhala and Ritala (2016), when the employees will be unaware
regarding the progress related to the tasks which are being performed by them, the manager is
the responsible person who will be ensuring the fact that the different employees have the
different necessary kind of resources which will be appropriate for attaining the goals. The
proper implementation of the goal-setting theory will be helpful and would have helped in

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assisting Jim Reed to base the employees and performance review with the Behaviorally
Anchored Rating Scale as it is defined as the technique which will be evaluating the employees
based on the level of performance which is being provided by them.
The respective scale helps in combining basics from critical incident along with graphic
rating scale methods. Moreover, the BARS will be assisting in managing the changes for
promotions and it helps in addressing the poor performance in a proper and positive manner.
Lastly, it can be valuable for employees in evaluating the other programs in the company in a
positive manner and it will be appropriate for managing the different activities in a positive
manner. As commented by Nikoloski (2016), the acceptance is the other solution which can be
incorporated by the company that will be enhancing the growth of the company and it will be
appropriate for providing appropriate advantage. When the different employees are incognizant
regarding the advancement career related options, they have no such manner of cognizing that
the alteration is required in the public related presentation. The directors and the managers
working in the company are responsible for improving the overall effectiveness of the growth of
the company and it will be lead to the advancement in the career options in a positive manner.
Therefore, from the above, it can be analyzed and identified that in the case study of Fred
and Jim Reed, it can be identified that there are various aspects that can be followed by the
manager as it will be enhancing the profitability of the company and it can be proving to be
advantageous in managing the different activities in a successful and proper manner. As
commented by Nikoloski (2016), the motivation and the goal-setting approach will be adopted
by the company that will be enhancing the productivity and it will be boosting the overall
performance of the employees in a positive aspect.

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The trust involves proper reliability which will be appropriate for the growth of the
company which will be proving to be the most appropriate aspect in gaining the confidence and
faith among the employees. It becomes the most essential approach for the management of the
company that will be enhancing the welfare of employees and perform the different activities and
promote trust in the company which will be appropriate in maintaining positive productivity in
the company in the coming years.

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