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