CASE STUDY- EMPLOYEE MOTIVATION

1. What, according to you, were the reasons for Rohit's disillusionment?

Answer the question using Maslow's Hierarchy of Needs.

 According to me Rohit’s disillusionment is due to his high esteem

in new company. He was very enthusiastic and like to do
innovative thing in his job. He was appreciated for his work in his
previous company. He has expected that in Apex computer he will
get chance for better performance because Apex computer is fast
growing multinational company and he had thought that he would
learn more and get chance to have more exposure.

In his previous company Rohit’s boss was never interrupting in

his work and appreciate the new ideas which they have bring.
His boss allow him to make mistake and learn from his own
mistake. In this way he was enjoying very much his last job. He
has expected the same things in his new job, but he found that
the situation is almost opposite in his new job. In this new job
he was not motivated for bringing new ideas. The group
members told that their boss doesn’t bother about their
involvement in their job and all the decision were only taken
by their boss. They were not involved into any level of decision
making process. There was no personal involvement and in
fact was mechanical. So here the main reason for Rohit’s
disillusionment is lack of motivation and appreciation.

So, according to Maslow’s Hierarchy of Need theory Rohit was in the third stage
of hierarchy. He was physiologically satisfied, secured and emotionally well and
wanted to achieve fourth stage of Maslow’s hierarchy of need which is (Esteem
Needs). But in this job he was neither recognized nor given any appreciation
which was very demotivating for him eventually and his performance declined.
2. What should Rohit do to resolve his situation? What can a team leader do
to ensure high levels of motivation among his/her team members?

 According to me Rohit should try to work with the same energy

and at the same time should talk to his boss regarding his problem.
The staff is not enjoying their work and they have become
mechanical in doing their work. As the boss is already giving all the
solution it results in less creativity and also becomes a constraint
to new ideas and opinions. This kind of environment doesn’t help
organization to grow. It doesn’t improve the efficiency of the
employee. If the employee get motivation then there is better
chances that the output will be more productive.

If still after notifying the stated problem it persists and doesn’t get
solved then it will be better to leave the job for Rohit, because in
this kind of organizational setting he is ruining his own career and
efficiency. There is no scope of growing or expanding his
capabilities to higher point which will result in his disappointment.

The role of team leader is very crucial for any organization in any
field irrespective of the situation. A team leader is one who is
looked upon by his follower or subordinates and it is very
necessary for an organization to have an effective team leader.

In this case there is very excellent example of how team leader

attitude and his role can affect the organization. Employees are the
key resources through which one can gain an upper hand in the
market. The example of Mr. Suresh Reddy, Rohit’s previous boss
shows that the leader should constantly motivate his subordinate
for their small achievement. They should be given enough
opportunity to work without interruption and to learn from their
own mistake. This will help to bring out the best performance from
your subordinate. Motivation is very important for employee in an
organization to involve them actively in their job. It is better for the
company and for employee’s personal development also. A team
leader should be contactable at all times so that team members
can ask questions about a project, get opinion, offer ideas and give
feedback. Being available for team plays a key role in motivating
them, as it shows that leader values the project and their
feedback. Being more available also avoids making team members
feel isolated and separate from management. Ensuring the
availability for the team can boost productivity and improve the
quality of your work.