University Case Study Report: Recommendations for Workplace Problems

This report presents recommendations for addressing various workplace issues identified in a case study. The recommendations cover several key areas, including the need for fair compensation for overtime work, emphasizing that paying for overtime is a motivator and boosts employee morale. It also suggests the importance of close coordination and supervision to improve work efficiency, drawing on Taylor's theory. Additionally, the report stresses the importance of appreciating workers for good performance, aligning with Skinner's theory of behavior modification. Other recommendations address staff retention, advocating for clear career progression, and suggest strategies for managing an aging workforce. The report also highlights the significance of employee motivation, goal setting, and creating a positive work environment, referencing theories by Maslow, McClelland, Locke, Ouchi, and Herzberg. The document is a valuable resource for students studying leadership and management, offering insights into practical solutions for common workplace challenges. The report draws upon various management theories to support its recommendations, including Taylor's, Skinner's, Maslow's, McClelland's, Locke's, Ouchi's, and Herzberg's theories.

Recommendations for the problems identified from the case study
 Unpaid overtime work done by workers; Workers should be paid for any overtime
job, payment of workers on overtime work done is a form of motivation and creating
the morale of the workers toward working and making them enjoy working.
According to Taylor’s theory, workers are motivated by pay. (Lee & Kulviwat, 2008)
 No close co-ordination of workers ;workers should be closely co-ordinated or
supervised on the way they perform their duties in various production levels of
specialization .According to Taylors theory ,workers need close supervision and
control .This will help curb the problem of inefficiency of work done. (Khim, 2016)
 Lack of appreciation to workers; workers should be appreciated for any good
performance so as to modify the actions resulting from the kind of appreciation.
(Hammersley, 2013) According to skinners theory behaviour is determined by
consequences.
 Loss of staff workers to bigger departments; Specialised workers in various levels of
production, under circumstances should the worker be shifted to another level and that
is when one achieves his/her deficiency before proceeding to another level. (Al
Mamun & Hasan, 2017) According to Maslow theory, a person should fulfil his
deficiency on one level before proceeding to the next level.
 Aging workforce leading to falling productivity, aging of workers in certain level of
organization in a company may be due to greed for power, therefore an age bracket of
retirement period of every worker should be put in place in the article of association
in a company. According to McClelland theory every person has three motivators and
that is need for power, achievement and need of affiliation.

 Lose of morale by workers; Workers should be motivated so as to improve the
productivity. According to Taylor theory workers are motivated by increasing their
salaries.
 Disinterests in the achievements, Workers should be given set goals to be achieved
and have interests on achieving the set goals .According to Locke’s theory he showed
that clear goals and appropriate feedback motivate employees.
 Unemployment of young youths; potential youths with skills should be employed; this
will promote high level of productivity. According to Ouchi theory, management
tends to promote stable employment which wills results into high productivity.
 Unfavourable political involvements; Top managerial seats should not be politically
involved instead skills and knowledge should be based. According to McClelland
theory every person has a need for power over others.
 Long standing employees; Employees should not be left on the same position instead
they should be motivated through promotion to the next level. This is a way of
satisfying the need of the worker .According to Maslow theory every person needs to
satisfy his/her need and be self-actualised. (Klarner, Treffers & Picot, 2013)
 Pressure on lower staffs; workers should treat in a respectful manner. Being treated in
positive way is a great satisfaction to the worker. According to Hezberg theory, there
are some factors that cause satisfaction and dissatisfaction. (Pourhanifeh & Mazdeh,
2016)
 Untrustworthy by senior officers. Workers should be treated in a trustworthy manner
to avoid the issues of change in behaviour of the workers depending on the way they
are treated to avoid negative outcome. According to Skinners theory behaviour is
determined by its consequences.

References
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Hammersley, R. (2013). Constraint theory: A cognitive, motivational theory of
dependence. Addiction Research & Theory, 22(1), 1-14. doi:
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Khim, K. (2016). Are health workers motivated by income? Job motivation of Cambodian
primary health workers implementing performance-based financing. Global Health
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Klarner, P., Treffers, T., & Picot, A. (2013). How companies motivate entrepreneurial
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Economics, 83(4), 319-355. doi: 10.1007/s11573-013-0657-5
Lee, K., & Kulviwat, S. (2008). Korean Workers’ Motivation Tools: Commitment and
Incentive‐Based Motivation and Their Relative Impact on Behavioral Work
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10.1108/1525383x200800019
Pourhanifeh, G., & Mazdeh, M. (2016). Identifying the critical success factors of
organization with Analytic Hierarchy Process approach (case study – Iran Argham
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10.21511/ppm.14(4).2016.06