Step 1: Read Case Studies 6-5 and 7-7.

Step 2: Write your analyze the motivation issues shown in each case in two different ways (from content theory, context theory, or process theory). For each case, choose two different theories of motivation (from content theory, context theory, or process)

Content Theory: Maslow Heiarchy, ERG Theory, McCllend's Three Needs Theory

Context Theory: Herzberg's Two-factor Theory, Job Characteristic Model, Reinforcement Theory

Process Theory: Expectancy Theory, Goal-setting Theory, Equity Theory

You use one theory from one category, then you use another from another category.

Step 3: Write your solutions to address the issues identified in Step 2.

"Case Study 7-7 All in a Day’s Work

Sarah Goodman, senior manager of network development for the Holy Managed Care Company, has just returned from a lunch meeting with the adviser for the MHSA (Master’s of Health Services Administration) program at State University, and now she is back on the job attending more meetings. At 1:30 P.M. she has a meeting to discuss pay issues. The Human Resources Department has evaluated the salary picture for the entire organization and is concerned that women are not being paid as well as men. They want input on a strategy to bring the pay issue into line so as to avoid a gender discrimination charge. Personally, Sarah wondered if she got paid as well as Dave, her counterpart in Tampa. Certainly she has been there as long and worked about twice as hard as he seems to! He does seem to benefit from the "good old boy network," however.
At 3:00 there is a performance appraisal Sarah had scheduled with her assistant Maria. Sarah wasn’t sure what to do about Maria. Her work was terrific from the standpoint of accuracy and amount. As long as she got a pat on the back pretty frequently, Maria was an ideal employee in a lot of ways. Sarah knew that Maria would be prepared for the interview, including her goals for the next six months. The problem was that Sarah really wanted to get Maria more involved with others in the department. If she wasn’t able to get Maria ready to assume her position, how could Sarah ever hope to be promoted? Productive as she was, Maria just wasn’t a "people person."
Then at 4:00, there is another performance appraisal scheduled. This one was going to be difficult. Janine was a fairly new employee and Sarah loved the work she produced, but she didn’t think she’d ever seen a more uptight person! She seemed to need to be told at each step what to do next and worried constantly about breaking the rules. Sarah had begun to think Janine had even invented some new rules! Last week, for example, Sarah had asked Janine to stay a little late to finish a project. She didn’t discover until the next day that Janine had been late picking up her baby from the babysitter. Certainly overtime wasn’t required, and Sarah felt bad about causing the problem. She could have asked someone else to do the work, but thought it might be a way of encouraging Janine to "get out of the box" a little.

By the time the meetings were over, Sarah figured she’d just have time to return her phone calls and scan the mail before it was time to go home. She’d promised Richard something special for dinner, mostly because she was planning to tell him about graduate school. The traffic would be awful, and she needed to stop by the store on the way. "Oh well! It’s all in a day’s work," she thought.
Discuss the various motivation theories reflected in this case study."

Only looking for help for case study 7-7

In analyzing the motivation issues in Case Study 7-7, we can apply two different motivation theories from different categories: Content Theory and Process Theory.

Content Theory: Maslow's Hierarchy of Needs

Maslow's Hierarchy of Needs can be applied to understand the motivation issues faced by Sarah in the case study. Sarah's concern about pay equity and her desire to be promoted suggest that she may have unmet higher-level needs in Maslow's hierarchy, such as esteem and self-actualization. Sarah's perception of potential gender discrimination and her aspiration for career advancement may stem from a need for recognition, achievement, and personal growth. Addressing these needs by providing equal pay opportunities, recognition, and opportunities for professional development can motivate Sarah.

Process Theory: Expectancy Theory

Expectancy Theory can also shed light on the motivation challenges in the case study. Sarah's assessment of her assistant Maria's performance indicates that Sarah desires Maria to be more involved with others in the department. According to the Expectancy Theory, Sarah's motivation to promote Maria's involvement may depend on three key factors: expectancy (the belief that Maria's involvement will lead to positive outcomes), instrumentality (the belief that Maria's involvement will be rewarded), and valence (the value Sarah places on the outcomes of Maria's involvement). By clarifying the benefits of collaboration and providing incentives for Maria's active participation, Sarah can enhance their motivation.

Solutions to address the identified motivation issues:

Pay Equity Strategy: Collaborate with the Human Resources Department to develop a comprehensive pay equity strategy, ensuring fair compensation for all employees based on their roles, responsibilities, and performance. Conduct regular pay audits to identify and address any gender pay gaps.

Professional Development Opportunities: Implement a structured professional development program to support Sarah's career advancement and provide opportunities for skill enhancement, leadership development, and networking.

Communication and Collaboration: Foster a culture of open communication and collaboration within the department. Encourage Maria's involvement by highlighting the benefits of teamwork, assigning her collaborative projects, and providing recognition for her contributions.

Performance Feedback and Support: Provide constructive feedback and coaching to Janine, emphasizing her strengths while also addressing her rigidity. Offer guidance on effective time management and problem-solving skills to help her become more adaptable and confident in her decision-making.

By applying these solutions informed by Maslow's Hierarchy of Needs and Expectancy Theory, Sarah can effectively address the motivation issues highlighted in the case study and create a more motivated and engaged work environment.

To learn more about motivation theories, Click here: brainly.com/question/9880948

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