Motivation: Who, What, and Why - Case Study Example

 This will be accompanied by the new title of 'Revenue Coordinator'. This will instill a new sense of importance in Eddie, and he will begin to use his team to accomplish company goals, rather than simply meeting departmental quotas. Eddie's team has complained that he is micro-managing them and they are resentful. I point out to Eddie that he is a top performer and that the other team members are somewhat jealous and intimidated by him, and they dislike him telling them 'how to do their job'.

I suggest to Eddie that he create a system of recognition to honor the team member that most excels on a weekly and monthly basis. The reward will be in the form of a prize or merchandise that the winner can select. According to Press (n.d.) "cash has been thoroughly discredited as an effective incentive. People receive cash every payday. It is illogical to assume that more of the same thing will provide dynamic motivation unless it is a staggering amount" (p.1). In addition, I suggested to Eddie that the only time that he should intervene with his employees' performance is when they are failing to meet production goals.

This will enhance their motivation to be creative and independent, rather than simply setting a guideline that must be followed. This will show his team that he trusts their judgment in regards to their skill and ability to perform their work.Giving Eddie a new set of organizational goals to meet should challenge him and elevate his sense of value to the company. This will appeal to his confidence and intensity. In addition, it will give him the concept of his team as a part of the company strategy, rather than an independent group.

Eddie will motivate his people by overcoming the social obstacle he has created by micromanaging. Offering his team a non-cash reward and regular recognition will enhance their sense of self-esteem and motivation. It is hoped that this will motivate them to produce the desired outcome. These changes should result in Eddie's improved interaction with his team, and better performance in regard to his departmental goals.