Keeping Suzanne Chalmers
SYMPTOMS
* Chalmers is not the first valued API employee who has requested a meeting and then announced her intention to leave the company.
* Numerous employees who leave API are millionaires, from generous share options at API.
* Many employees stated reasons such as stress, long hours, and disconnect from the family for leaving API, however; they will join a start-up company with some of the same problems.
* Suzanne tells Thomas Chan that her job is becoming routine.
PROBLEM
The problem in this case study is the lack of employee loyalty, commitment and motivation causing high employee turnover.
ANALYSIS
* Maslow’s Needs Hierarchy says that as a person satisfies a lower level need, the next higher need in the hierarchy becomes the primary motivator and remains so even if never satisfied.
* Physiological need by the stability of her financial independence
* Safety by securing her position at API as a Software Engineer in Internet Protocol (IP) expert
* Belongingness by being a valued employee at API
* Esteem by the high achievement accomplished in her position
* Self-actualization is the higher need that Suzanne needs to satisfy; particularly work with more variety and challenge
* Learned needs theory may also be applicable as it states that a person’s needs are influenced through reinforcement, learning, and social conditions that can be strengthened or weakened with training programs.
* nAch applies as Mr. Chan offered Suzanne a 25% raise and more share options to stay with API, which was not accepted
* Four drives theory is a motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality. All drives operate in everyone with the drive to learn and acquire being the most important ones for Suzanne.
* Drive to acquire is insatiable because human motivation is to achieve a higher position than others. Chalmers seems to
* Chalmers is not the first valued API employee who has requested a meeting and then announced her intention to leave the company.
* Numerous employees who leave API are millionaires, from generous share options at API.
* Many employees stated reasons such as stress, long hours, and disconnect from the family for leaving API, however; they will join a start-up company with some of the same problems.
* Suzanne tells Thomas Chan that her job is becoming routine.
PROBLEM
The problem in this case study is the lack of employee loyalty, commitment and motivation causing high employee turnover.
ANALYSIS
* Maslow’s Needs Hierarchy says that as a person satisfies a lower level need, the next higher need in the hierarchy becomes the primary motivator and remains so even if never satisfied.
* Physiological need by the stability of her financial independence
* Safety by securing her position at API as a Software Engineer in Internet Protocol (IP) expert
* Belongingness by being a valued employee at API
* Esteem by the high achievement accomplished in her position
* Self-actualization is the higher need that Suzanne needs to satisfy; particularly work with more variety and challenge
* Learned needs theory may also be applicable as it states that a person’s needs are influenced through reinforcement, learning, and social conditions that can be strengthened or weakened with training programs.
* nAch applies as Mr. Chan offered Suzanne a 25% raise and more share options to stay with API, which was not accepted
* Four drives theory is a motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality. All drives operate in everyone with the drive to learn and acquire being the most important ones for Suzanne.
* Drive to acquire is insatiable because human motivation is to achieve a higher position than others. Chalmers seems to