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You will write a case study ? a scenario of a situation your participants may encounter in the workplace or school. Your case study should include follow-up questions for the audience to consider.
There is two examples files attached, I want you to write same thing but different topic.
Employee Motivation – A Case Study
Aaron Chow joined Apex Computers (Apex) in November after a successful stint at Zen Computers (Zen), where he had worked as an assistant programmer. Aaron felt that Apex offered better career prospects, as it was growing much faster than Zen, which was a relatively small company. Although Aaron had enjoyed working there, he realized that to grow further in his field, he would have to join a bigger company, and preferably one that handled international projects. He was sure he would excel in his new position at Apex, just as he had done in his old job at Zen.
Aaron joined as a Senior Programmer at Apex, with a handsome pay hike. Apex had international operations and there was more than a slim chance that he would be sent to USA or the UK on a project. Knowing that this would give him a lot of exposure, besides looking good on his resume, Aaron was quite excited about his new job.
Aaron joined Swetha Mehta’s five-member team at Apex. He had met Swetha during the orientation sessions, and was looking forward to working under her. His team members seemed warm and friendly, and comfortable with their work. He introduced himself to the team members and got to know more about each of them.
Wanting to know more about his boss, he casually asked Amar, one of the team members, about Swetha. Amar said, “Swetha does not interfere with our work. In fact, you could even say that she tries to ignore us as much as she can.”
Aaron was surprised by the comment but decided that Swetha was probably leaving them alone to do their work without any guidance, in order to allow them to realize their full potential.
At Zen, Aaron had worked under Suresh Reddy and had looked up to him as a guide and mentor – always guiding, but never interfering. Suresh had let Aaron make his own mistakes and learn from them. He had always encouraged individual ideas, and let the team discover the flaws, if any, through discussion and experience.
He rarely held an individual member of his team responsible if the team as a whole failed to deliver – for him the responsibility for any failure was collective. Aaron remembered telling his colleagues at Zen that the ideal boss would be someone who did not interfere with his/her subordinate’s work.
Aaron wanted to believe that Swetha too was the non-interfering type. If that was the case, surely her non-interference would only help him to grow.
In his first week at work, Aaron found the atmosphere at the office a bit dull. However, he was quite excited. His team had been assigned a new project and was facing a few glitches with the new software. He had thought about the problem till late in the night and had come up with several possible solutions.
He could not wait to discuss them with his team and Swetha. He smiled to himself when he thought of how Swetha would react when he told her that he had come up with several possible solutions to the problem. He was sure she would be happy with his having put in so much effort into the project, right from day one.
He was daydreaming about all the praise that he was going to get when Swetha walked into the office. Aaron waited for her to go into her cabin, and after five minutes, called her up, asking to see her.
She asked him to come in after ten minutes. When he went in, she looked at him blankly and asked, “Yes? “Not sure whether she had recognized him, Aaron introduced himself. She said, “Ok, but why did you want to meet me?”
Aaron started to tell her about the problems they were having with the software. But before he could even finish, she told him that she was busy with other things, and that she would send an email with the solution to all the members of the team by the end of the day, and that they could then implement it immediately.
Aaron was somewhat taken aback. However, ever the optimist, he thought that she had perhaps already discussed the matter with the team.
Aaron came out of Swetha’s cabin and went straight to where his team members sat. He thought it would still be nice to bounce ideas off them and also to see what solutions others might come up with. He told them of all the solutions he had in mind.
He waited for the others to come up with their suggestions but not one of them spoke up. He was surprised, and asked them point-blank why they were so disinterested.
Sanjay, one of the team members, said, “What is the point in our discussing these things? Swetha is not going to have time to listen to us or discuss anything. She will just give us the solution she thinks is best, and we will just do what she tells us to do; why waste everyone’s time?”
Aaron felt his heart sink. Was this the way things worked over here? However, he refused to lose heart and thought that maybe, he could change things a little.
But as the days went by, Aaron realized that Swetha was the complete opposite of his old boss. While she was efficient at what she did and extremely intelligent, she had neither the time nor the inclination to groom her subordinates.
Her solutions to problems were always correct, but she was not willing to discuss or debate the merits of any other ideas that her team might have. She did not hold the team down to their deadlines nor did she ever interfere.
In fact, she rarely said anything at all! If work did not get finished on time, she would just blame her team, and totally disassociate herself from them.
Time and again, Aaron found himself thinking of Suresh, his old boss, and of how he had been such a positive influence. Swetha, on the other hand, even without actively doing anything, had managed to significantly lower his motivation levels.
Aaron gradually began to lose interest in his work – it had become too mechanical for his taste. He didn’t really need to think; his boss had all the answers.
He was learning nothing new, and he felt his career was going nowhere. As he became more and more discouraged, his performance suffered. From being someone with immense promise and potential, Aaron was now in danger of becoming just another mediocre techie.
Questions for Discussion
1. What, according to you, were the reasons for Aaron?s disillusionment? Answer the question using Maslow’s Hierarchy of Needs.
2. What should Aaron do to resolve his situation? What can a manager do to ensure high levels of motivation among his/her employees?
3. Are there any other employee motivation theories that may help in this situation? If so, which one(s) and why?
Case Study #1
Training Gary for Promotion
Recently Don Taber, who is the supervisor of the Auto Repair Department of a large domestic and imported car dealership, was informed that he would be promoted to a position of higher management; that of the vice presidency of the dealership. He was also given the responsibility to select the most capable person in his dealership and to prepare him for taking over his current supervisory position.
There is one person in particular whom Don would like to promote, Gary Kurtz. He has been the lead mechanic for the company for a number of years. Gary is a reliable employee and has always performed his work with the utmost competence. Don feels that Gary possesses the ability to become a good leader. Along with Gary?s knowledge of auto mechanics and his friendly attitude toward helping and training the other mechanics, he is always anxious to accept new responsibilities. He enjoys working hard for the satisfaction of accomplishing goals that either he or others have set.
But it will be necessary to work with Gary first before placing him in charge of the department. Although Gary has many good leadership qualities, he does have certain weaknesses that need to be strengthened. In the past, when Don has been on vacation or away on company business, Gary has been placed in charge. On these occasions, when he was actually put in a position of authority, he was nervous and high-strung. When deadlines on repairs were required, he had a hard time scheduling his employees to finish the task. Under stress Gary has handled such situations poorly and has vented his unreasonable frustration on employees and even customers. During these times he also tends not to listen to the ideas of the other employees and instead considers his own opinion as final and binding.
It is Don?s opinion that these weaknesses can be overcome with proper training and that he will be able to develop Gary?s good qualities to an extent that both the company and the employees will consider him an effective leader.
1. How should Don go about developing Gary?s good qualities and helping Gary in correcting his poor ones?
2. What training aids or techniques might Don use in developing Gary?s leadership ability?
3. Give reasons why certain techniques might develop certain leadership qualities.
Thank you,
Salem
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