CASE STUDY- 2

EMPLOYEE SATISFACTION
An outcome of Motivated Workforce

Akash Gandhi
Avantika Murthi
Chandrika Nayak
Ravi Changle
Suchitra Nair

You can take a horse to the

water but you cannot force it
to drink;
it will drink only if it's thirsty
- so with people

The willingness to exert high levels of effort

towards organizational goals, conditioned by
the efforts ability to satisfy some individual
need.
- Stephen P. Robbins

NEED

(Physiological/
Psychological
Deficiency)

DRIVE

(Individual
behaves in a
certain manner)

INCENTIVE

(Achieves a
particular goal)

 Motivation is the key to performance improvement

Job performance =f(ability, motivation)
A happy worker is a productive worker
Vrooms VIE Expectancy Theory
EFFORT

PERFORMANCE

OUTCOME

EXPECTANCY

INSTRUMENTALIT
Y

VALENCE

If I try hard, I can

do better

If I do better, I get
a better reward

Value of the
outcome to the
person vs
indifference

MOTIVATION

Job seems rewarding

Employee Satisfaction

To business that we
love, we eagerly arise
and go to with
delight

Happy Workers

- William Shakespeare

High Productivity

CASELET- 1
Background
Suggestions

Employ reorganization
Program
Categorize Performance
Promotion Plan

Free holiday Trip

Discount the Room
Rent
Lucky Draw
Extra Facility to
Corporate Client

Solution (A)

Solution (B)

Short term solution.

Permanent solution.

No focus on customer
service enhancement.

Inclusive of customer
services enhancement
methodology.

It could incur huge

expenses

Not an expensive approach.

No motivational approach
for employees.

Included rewarding concept

as a part of motivational
approach.

It misinterpreted the
problem.

The solution was with

respect to the problem.

Few more suggestions to motivate employees

Promotional strategy. (primary needs)

International visits to the differentiated ones for training
purposes.
International holiday packages to the family of the most
efficient ones. (social needs)
Achievers conferences. (self actualization)
Publications of experiences & interviews of the achievers in
their journals/ magazines. (self esteem)
Arranging several occasions for the gathering of the seniors
subordinates family meets. (social needs)
Raising healthy competitions among the employees through
differentiation strategy. (social needs)
International placements to the finest ones. (self actualization)
Providing the job security options to the fittest ones. (primary)
Providing better insurance & medical facilities. (safety & security
needs)

Caselet 2
Situation A
The Companys Promise.
Morgelds Disappointment.

No guidance
No coordination
No employee satisfaction
No orientation

Orientation Process
Send agenda with offer letter.
Make certain everyone knows that a new
employee is starting.
Assign a partner/mentor.
Provide basic info needed to understand
the job.
Make employee comfortable and take
feedback.

Situation B
The Task

The Outcome

The Reason

Vrooms Expectancy Theory of

Motivation
Three types of relationships:
Effort-Performance relationship
Performance-Reward relationship
Rewards-Personal goals relationship

Caselet-3 Modern Technologies

Motivating factors like:

Growth and Development opportunities

Appreciation and recognition
Ideal working conditions
Increased Responsibility
Job security
High monetary benefits
Good interpersonal skills
Telecommuting, Flextime, good facilities and Holiday
benefits

Which led to
Employee retention
Enhanced loyalty and commitment
towards the company
Satisfaction of job and workplace
Increased productivity
Stress free work environment which led
to happy employees

Conclusion

MOTIVATION
Drives individuals to accomplish goals.
Helps organizations survive
A continuous improvement and continual
learning
An effective orientation program (or lack of it)
will make a significant difference in how quickly
an employee can become more productive.
Focus should be on the employee instead of
paperwork.
Merit must be measured and rewarded regularly
if it is to be encouraged and sustained.