Alex and Stephanie Case Study
The Motivational-Heigene
Theory separates intrinsic and extrinsic motivators and says that extrinsic motivators lead to dissatisfaction in a job if they are absent. It also says that intrinsic motivators lead to job satisfaction if they are present. This theory also says that intrinsic motivators do not effect dissatisfaction and extrinsic motivators do not effect satisfaction.
In our case study, Alex feels very dissatisfied with his job because of factors that affect the context or environment of his work. Salary is not that great, so Alex feels dissatisfied, especially because another employee whom he feels doesn’t deserve it, gets paid more than he does. He is dissatisfied with his supervision and the relationship that he has with that supervisor, but it doesn’t mean he will feel satisfied if these problems are fixed. It will only mean he will no longer be dissatisfied. To be satisfied with his work, Alex would need good content. He would need to feel achievement, recognition and responsibility. He needs to enjoy the work he is doing. Alex has a very repetitive job with limited responsibility and recognition. Because of the simplicity of stocking apples all day, it is almost impossible for Alex to feel any sort of achievement.
Stephanie is also facing the same factors, but she is feeling very satisfied. She receives a lot of recognition for the work she does and is given a lot of responsibility. This gives Stephanie the opportunity for growth, advancement and the chance for achievement. The loves the work she is doing. All of these factors lead to job satisfaction. She is not dissatisfied because she has a very good relationship with her manager, and likes the way he supervises her. Although the pay is not great, this factor is not strong enough to override all of the other factors leading to satisfaction.
Expectancy Theory
Stephanie and Alex have different levels of motivation. Because of the work environments they encounter on a daily basis, their
Theory separates intrinsic and extrinsic motivators and says that extrinsic motivators lead to dissatisfaction in a job if they are absent. It also says that intrinsic motivators lead to job satisfaction if they are present. This theory also says that intrinsic motivators do not effect dissatisfaction and extrinsic motivators do not effect satisfaction.
In our case study, Alex feels very dissatisfied with his job because of factors that affect the context or environment of his work. Salary is not that great, so Alex feels dissatisfied, especially because another employee whom he feels doesn’t deserve it, gets paid more than he does. He is dissatisfied with his supervision and the relationship that he has with that supervisor, but it doesn’t mean he will feel satisfied if these problems are fixed. It will only mean he will no longer be dissatisfied. To be satisfied with his work, Alex would need good content. He would need to feel achievement, recognition and responsibility. He needs to enjoy the work he is doing. Alex has a very repetitive job with limited responsibility and recognition. Because of the simplicity of stocking apples all day, it is almost impossible for Alex to feel any sort of achievement.
Stephanie is also facing the same factors, but she is feeling very satisfied. She receives a lot of recognition for the work she does and is given a lot of responsibility. This gives Stephanie the opportunity for growth, advancement and the chance for achievement. The loves the work she is doing. All of these factors lead to job satisfaction. She is not dissatisfied because she has a very good relationship with her manager, and likes the way he supervises her. Although the pay is not great, this factor is not strong enough to override all of the other factors leading to satisfaction.
Expectancy Theory
Stephanie and Alex have different levels of motivation. Because of the work environments they encounter on a daily basis, their