Kelly M. Giminiani
PSY/320 - Human Motivation
August 4, 2014
Bernadette Tjarks, Ph. D.
Time Warner Cable Inc. (TWC) is the second largest provider of video, high-speed data, and voice services in the United States. The organization connects over 15 million customers and employs over 50,000 people (Time Warner Cable, Inc., 2014). Rob Marcus, Chairman and CEO understands the commitment and importance of Time Warner Cable. "Across our footprint, we have built a corporate social responsibility strategy for our business that we believe best represents those areas that we can most effectively influence and positively impact for the future benefit of all of our communities" (Robert D. Marcus, personal communication, January 1, 2014). According to TWC's career center (2014), "A career with Time Warner Cable gives you the opportunity to feed your passion and foster personal growth. All while helping our customers take control of their lives through services that are simple and easy. They are free to watch their favorite TV shows whenever they want to watch them. Free to upload, download and do everything in between on the Internet. Free to get content wherever and whenever they are on the go. And this freedom works for you too, as you strive to attain your own personal career goals. All it will take is your enthusiasm - and a company like Time Warner Cable" ("Company Overview"). Words, such as passion, foster, simple, strive, and personal career goals are ways TWC tries to improve performance by motivating its employees. Currently, TWC is working toward a merger with Comcast. The news has created an internal cultural shift. There are a lot of questions, anxiety, and fears. To ensure that the company continues to move on a successful financial path, Marcus and leaders are working to increase productivity, remain transparent, and implementing motivational programs for its employees. There are two motivational theories; however, that the organization is currently not using like it should or not realizing that is occurring: self-management and learned helplessness. It is important to address the fears of the unknown while reducing the bureaucracy. Organizational efforts to improve performance
In 2014, TWC employees received a nice benefit back: cable courtesy program. This benefit provides the employees free of charge many cable services. This benefit was enacted after the world was informed that Comcast and TWC accepted a merger agreement. The benefit is considered the ideology of "carrots and sticks" or reward theory. The organization is giving its employees something in order to retain employees or entice better candidates.
Another action Marcus implemented was a blogging site, where he blogs and allows employees to respond. This strategy is a way for the employees to feel valued and heard. The number one focus on every employees' mind is the merger, so Marcus does focus most of his blogs on the merger, followed-up with how we have to continue to move forward business as usual. Employees' resistance to increasing productivity
In March 2014, The New York Times wrote a piece on Marcus. According to Gelles (2014), "Robert D. Marcus became chief executive of Time Warner Cable at the start of the year. Less than two months later, he agreed to sell the company to its largest rival, Comcast, for $45 billion. For that work, he will receive nearly $80 million if the deal closes, a severance payment that amounts to more than $1 million a day for the six weeks he ran the company before agreeing to sell" (paras. 1-2). Employees read that and news quickly spread. Employee motivation is lack-luster at best because Marcus will be receiving a large compensation while much of the staff are scared of what the future will bring.
"Learned helplessness is the psychological state that results when an individual expects that life's outcomes are uncontrollable"...
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