How Does the Motivation-Performance-Outcomes- Satisfaction Model Apply to Joes Case - Essay Example

The author suggests that the 4-factor model of motivation can be applied to Joe’s situation. Initially, when Joe joined the company, he was motivated to do well at his new workplace and win over the confidence of his co-workers and managers. This motivation leads to his good performance but it is to be noted here that the motivation was intrinsic.

Joe was motivated from within to perform better when he joined the company. After some time in the company, Joe’s motivation subsided and there were no external motivation drivers that were in place in the company. There were no formal performance reviews or career counseling conducted which can be used effectively by managers to motivate the employees. The tension in the office has been high and employees have been asked to work extra hours regularly. There are no other initiatives taken by the employees to motivate the employees.

This lack of motivation has affected Joe’s performance and his excitement level has gone down. Joe is no more volunteering or giving valuable inputs. He has gotten into arguments with architects. Clearly, his performance has been affected by a lack of motivation. The outcomes that Joe sees are of negativity. He believes irrespective of what he does, he will not be rewarded and recognized. Therefore, he does not see any positive outcomes for his good work. And finally, this has affected his satisfaction.

He is very unsatisfied with his job and feels that the work he does is of no value and he is just a lowly draftsman. Therefore, it can clearly be seen how the 4-factor theory of motivation has worked in Joe’s situation (Whetten; and Cameron ). Joe’s problem is an incentives problem and the cause of this is the lack of motivation. The rewards are not linked to job performance.

Joe’s performance problem stems from the lack of subordinate motivation and is not linked alone to rewards but also to recognition. When Joe performed exceptionally well at the beginning of his stint at the company, he was not recognized for the efforts he was putting in. There was no formal performance review conducted nor was career counseling done.