BUS176: Analysis of Motivation Theories in Management and Governance

This report analyzes the application of motivation theories, particularly Expectancy Theory and McGregor's Theory, within the context of management and governance at Acme and Associate, a mining industry firm. The report identifies primary and secondary problems stemming from poor manag...Read More

Running head: BUS176 Foundations of Management and Governance (2015)
Foundation of Management
and Governance
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BUS176 Foundations of Management and Governance (2015)
CONTENT
1.0 Analysis Using Motivation Theories....................................................................1
1.1 Expectancy Theory..........................................................................................1
1.2 Other Relevant Motivation Theories................................................................1
2.0 Main Problems Defined.......................................................................................2
Primary Problems.....................................................................................................2
Secondary Problems................................................................................................ 2
3.0 References......................................................................................................... 3
4.0 Appendices......................................................................................................... 4
4.1 Appendix 1: SWOT Analysis...........................................................................4

BUS176 Foundations of Management and Governance (2015)
1.0 Analysis Using Motivation Theories
Acme 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 expand
the business. The industry is largely defined by industry practice and many of those practices are traditional and
bigotry, rigorous as well as unethical. Thus, result into the loss of motivation among the junior
associate/staff/solicitor and Articled Clerk. Clients’ deals directly with the solicitors they have known for some
time and as per that solicitation the associates get promotion and bonuses. This in turn means bringing new
clients and accumulation of billable hours and showing value of oneself to the organization can result in growth
both in terms of monetary as well as designation. The junior solicitors complain of injustice and exploitation by
their 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 charged
from the clients for their service. Even though the junior staff works for more than 70 hours a week, they are not
able to fulfill their quota of 40 billable hours per week as mostly these hours are kept by the seniors and are not
credited to the juniors. There are several other factors, resulting in poor motivation of the associates hampering
the growth of the organization. Senior Associates are ignorant and unaffected by the grievance of the situation, it
is sad as it is the main cause of lack of motivation (Maddux 2013).
1.1 Expectancy Theory
In accordance to the expectancy theory, which identifies effort, performance and outcome of an
organization, is showing that business are taking serious toll, in terms of revenue generation as well as employee
satisfaction 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. In
Acme and Associate, junior associates do majority of the work, still they do not get what they are promised by
the organization. As addressed earlier the junior associates are being robbed of the billable working hours. On
top of that partial amount of the working hours are given to this employees. Thus, indicating that employee
motivation is greatly influenced by both ill information provided by the seniors as well as no or little support
from the seniors, which is becoming major hindrance to the productivity and output. It is deeply affecting the
motivation level of the junior employees. It has also been seen that the expertise needed to do a particular job in
a 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 of
business, which is effecting both the organization as well as its stakeholders (Barron, Kenneth & Hulleman
2015).
Instrumentality: It is perceived as “If the employees do their jobs efficiently and effectively then there
is some reward for the employee”. The performances of the associates are not up to mark as there is no proper
senior level guidance and overseeing of client’s portfolio out of jealousy is redirecting the motivating of the
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BUS176 Foundations of Management and Governance (2015)
employees towards negative aspirations. The senior partners try to keep themselves aloof and unconcerned with
the problems of the junior associates, which eventually results in loss of moral and lack of will to work for the
organization. Uncultured and unethical workplace is due to senior members of the organization, as the senior
members of the organization in the name of individualism are perpetuating these problems (Keynes 2016).
Valence: It is consider that if the employee does well in the organization a valuable outcome will be
received and the outcome will be valued in the organization. In the case of Acme and associate the senior
members of the organization are not up to mark due to lack of skill and will as well as the valuation of the
solicitation provided by the junior associated are shadow the outcome of the solicitation to the clients. The junior
associates are not provided with the recognition and reward that they deserve. This results in relation gap
between the senior and the junior member of the fraternity. Trust, which is the major factor in the equilibrium of
a productive workplace, is deeply criticized. An organization needs authorities to take decision and monitor
leaders (Lazaroiu 2015).
1.2 McGregor’s Participation Theory
This theory is based on the negative aspect (Theory X) as well as the positive aspect (Theory Y) of
human perception about an organization and its working environment.
Theory X: The seniors are selfish and do not cares about their subordinate, seniors are not responsible for their
junior associates. The seniors are indifferent to organizational goals and needs. The employees of the
organization are uptight and gullible (Richardson, Karabenick, & Helen 2014).
Theory Y:. The junior’s are willing to play their part in the organization as it is providing learning opportunity,
the reputation of the organization can help their employees gather experience, which could be utilized by these
employees elsewhere. The juniors play their part and do as they are told without raising much concern or
obligation (Miner 2015).
This is a clear indication that the above mentioned incompetence within an organization as well as the
employees will show signs of lack of motivation and lack of will to be efficient for the organization (Russ 2013).
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BUS176 Foundations of Management and Governance (2015)
2.0 Main Problems Defined
Primary Problems Secondary Problems
 Lack of teamwork
 Lack of Leadership quality/Authority
 Lack of will and skill and experience
 Unethical Practices of Senior and tenured
Employees
 Jealousy
 Individualism
 Lack of faith and trust among colleagues
 Seniors staff aloof and unconcerned
 Pressure on Junior Staff
 No help from the Senior
 Exploitation of Junior Staff
 Injustice to Junior staff
 Junior staff don’t get credit and recognition
 Unsatisfied clients
 Junior employees unwilling to put up with the
organization
 Revenue stagnant and shrinking
 Poor Service and Client retention
 Lack of commitment towards the organization
 Lack of collectivism
 Selfish attitude
 Becoming hindrance to the process
 Shrugging off responsibility and
Unresponsive
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BUS176 Foundations of Management and Governance (2015)
3.0 References
Barron, Kenneth E., and Chris S. Hulleman. "Expectancy-value-cost model of motivation." International
encyclopedia of social and behavioral sciences(2015): 261-271.
Elliot, Andrew J., Carol S. Dweck, and David S. Yeager, eds. Handbook of Competence and Motivation: Theory
and Application. Guilford Publications, 2017.
Keynes, John Maynard. General theory of employment, interest and money. Atlantic Publishers & Dist, 2016.
Lazaroiu, George. "Work Motivation and Organizational Behavior." Contemporary Readings in Law and Social
Justice 7, no. 2 (2015): 66.
Maddux, James E., ed. Self-efficacy, adaptation, and adjustment: Theory, research, and application. Springer
Science & Business Media, 2013.
Miner, John B. Organizational behavior 1: Essential theories of motivation and leadership. Routledge, 2015.
Richardson, Paul W., Stuart A. Karabenick, and Helen MG Watt, eds. Teacher motivation: Theory and practice.
Routledge, 2014.
Russ, Travis L. "The relationship between Theory X/Y: assumptions and communication
apprehension." Leadership & Organization Development Journal 34, no. 3 (2013): 238-249.
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Strengths
Huge client base
Management looking for ways to improve any
setbacks (effective and efficient management)
Meeting organizational requirements by hiring as
per requirement
Organization name Reputed in the market.
Weaknesses
Leniency towards senior staff
Lack of commitment and unethical behaviors are
not discouraged
Junior staffs are pressurized and are not properly
guided and supported
Growth of the organization is not as per industry
standard as well as shrinking day by day which
can result into total shutdown.
Employees are selfish and do not care about
organizational goal.
Opportunities
By bringing responsible employees who can lead by
example.
Need to encourage teamwork and collectivism and
abolish individualism and injustice
Need to monitor junior staff need and wants and fix
the issue as it will help them to work with
enthusiasm.
Change in leadership and authority will help the
organization flourish one again
Need to support people in the organization who are
willing to work for greater good of the organization.
Threats
Rival firm bringing changes in their organization
to keeping up with the growing market and as per
clients need.
Hiring of dissatisfied employees by the rivals and
even clients can result in disastrous situation.
Stagnant and shrinking of legal revenue
generation can result in downfall of the
organization.
BUS176 Foundations of Management and Governance (2015)
4.0 Appendices
4.1 Appendix 1: SWOT Analysis
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