McCarthys Managing Employees - Assignment Example

The Parlor and the Cub Scout Pack Cause Studies: Part A: According to the Equity theory as related to work environments, their needs to exist fair treatment of all employees within an organization with fair distribution of work and rewards based on merit system and fair consideration of all employees. The theory seeks to enforce a fair balance with regard to the employee’s inputs at the work environment such as hard work, skills that qualifies them for jobs, the tolerance they carry at work. These related to the employer in relation to remuneration to the employees, offering of benefits and other intangible rewards such as recognition of their efforts proper communication and respect for their efforts and hard work. The theory seeks to establish a balance between the employee and the employer to this effect and aids in the development of a strong bond and working relation between the two parties that will sustain for a longer period and ensure that proper working relationship leads to satisfaction on both ends. The employer obtains the necessary service they need from the employees who also provide the employer with the service expecting a payment as a reward for their hard work. These results base majorly on the motivation aspect of the employees and leads to better decisions in managing employees. Relating to the theory by Adam, subtle factors and some that may vary over time affect an employee’s consideration of the relationship they share with the employer and could result into challenges in working together leading to failed relationships that will also lead to poor returns for the company. Employees become much de-motivated considering their inputs and the outputs. They become affected mentally if their inputs fail to reach their outputs that may lead to the development of resistance in the employees, disgruntled associations develop with less efforts used by employees in their work environment. These may also lead to industrial actions that may result from the de-motivation aspect that may cause more losses to the company. In the case of McCarthy, reducing costs in favor of his income was for the best of the organization making it more profitable with fewer costs as the agreement between him and Purvis. The agreement led to the development of a program that would terminally increase the earnings of the employee through cutting costs. The employee changed meet suppliers and worked towards the lowering of the general costs through reduction of the size of nearly every item on the menu. McCarthy did this in favor of the reduced costs that resulted. The actions of McCarthy as a supervisor also affected the working of the other employees through the increment of their working hours especially those that were receiving minimum wages while reducing the time of service for the employees that the company paid a higher rate. These changes aimed at reducing the costs of labor while the initial efforts aimed at reducing the costs of production and increasing the general returns obtained from the products developed during the working. He also dealt away the employee benefits that were meant for the employees that worked for longer hours and balanced it off with employees working longer hours as increased for employees on the minimum wage. The efforts of McCarthy in relation to employees worked to increase the revenues that the organization received in relation to the motivation aspect that the employees enjoyed. Reducing the employee's benefits impacts massively on their motivation and for the employees that were on the maximum wage having fewer hours to work would de-motivate them and create a less empowered employee that would affect their productivity. The benefits eliminated would work in favor of McCarthy that was reducing the costs so that his income would rise making it a selfish approach to working. The other employees would develop a negative attitude towards work that would affect their efforts at work and lead to less productive relations at work. The employees would start offering less or limited services to the company that would affect their performance and the performance of the business. De-motivated employees would lead to poor customer services that would affect the customers leading to the loss of the customers to competitors. Saving costs for organizations aims at reducing the costs of production in a way that would not affect employee motivation (Nohria). Reducing costs would require the consideration of other sectors other than the employees if motivation is to be maintained. The consideration of reducing the number of employees in a fair manner and retaining the hard working to continue obtaining the same service with the same motivation or even more would create an impact to the motivation in a positive manner. Recommending the organization to retain the employee motivation packages and deal with the other costs would provide a better option. Reducing the size of the serve for a plate at the premise would also affect the customer satisfaction aspect that would ultimately affect the business. Using other means like reducing the prices of suppliers of products would provide a better option for the business. Part B: In managing employees, covering their expectations and based on their work environments would provide them with the necessary motivation to work harder and provide reasonable fruitful services to the business. The theory relates to the different expectations in working relations with the employees having different expectations and the employer different. The expectations of the two parties determine the relationship that they develop at work and the returns that the relationship leads to in relation to the management of the energy flow in employees (Clawson). The changes in the Cub Scout Pack aimed at improving the working relationship of the employees and at the same time create a motivational aspect that would see the employees develop better attitudes and working confidence. The changes developed around the employee needs, and the needs of the employer create a stable relationship between the two parties. The expectations of the employees vary with time and based on the environment that they work in and the different needs and levels that the employees sustain in the organization and their daily lives. Considering these needs will create a fair and stable working environment that will promote the development of motivated employees that will lead to better returns to the business. The longer employees stay in a working environment, the more expectations they develop towards better benefits and better payments. These create a force that they seek to have satisfied if they are to remain motivated and productive in their respective duties. These relate to the expectations of the employees at the present and leading to those that develop during the working relationship. Other expectations may relate to the expectations that the employees had in the past. The past expectations create a force through which the employees judge their progress and development in the organization. The past expectations work as a way of measuring how well the employee has responded to the expectations of the employees in the past and hence creating future expectations for them that will guide their motivation in the future relations. The consideration of the case in which the existence of loss of membership had started, the improvement of the leadership in relation to meeting the expectations of the people on board would create a positive impact and reduce on the effect of losing membership. In many organizational structures, members lose membership based on what the members expect and what they obtain. These create a distinction between the satisfaction levels and the decisions that the management makes on the organization. These effects could affect the general performance of the organization leading to reduced levels of income and membership that would indicate poor management and satisfaction of expectations. In conclusion, leadership in any organizational scenario aims at creating a picture that would cover management needs and satisfy the goals and objectives of the organization while ensuring that employee satisfaction is also obtained. Leading organizations through this creates a picture that may create a motivational effect to the employees hence advancing their contribution to the organization (Draft). Ensuring that employee motivation is obtained, and sustainable creates a picture that and a workforce that is vibrant and productive at all times. Cutting operational costs would also boost the business but a reduction in the motivational aspect would affect the business negatively hence leading to negative business prospects. References: Draft, R. L. (2011). The Leadership Experience. Mason, Ohio: Thomson South-Western. Clawson, J. GS. (2008). Leadership as Managing Energy. International Journal of Organization Analysis. Nohria, N., Groysberg, B. & Eling Lee, L. (July 01, 2008). Employee Motivation: A Powerful New Model. Harvard Business Review. Read More