Management 349
3/20/13
Case Study Step 1: Uhe’s employees having a high moral can lead to a downside. People that are fully satisfied have no need to improve, they are happy with mediocrity. What the owners should do to prevent this stagnation is to continuously set difficult goals. By doing so the employees will strive to complete these goals and reward their completion. This will not only allow your company to continuously improve, but it will allow your employees to feel more fulfilled at their jobs. Theory X is a good way to qualify these employees right now. However, they are only categorized by that because of the way management has motivated them. Without any incentive it’s easy to be lazy or lack ambition because you have no reason to do otherwise. Theory Y only works when people have ambitious goals to achieve and have incentive for doing such. Setting constant challenging goals will allow the theory Y employee’s to shine. Yet, this may not be the case for every employee at the company. Proper motivation will only showcase the Theory Y people and expose the Theory X people. Uhe’s owners should employ the various motivation factors that can reduce the importance of hygiene factors. This means that with the goals they set give them a set bonus for achieve said goal. Not only give them the bonuses but make a leader board to showcase the employees that consistently excel. Then if certain people met their goals, then throw a company party where you pay for food and drink to reward them. These types of changes will cut down on your expenses for bonuses. Unless all your employees earn their bonuses in which case it should be a win. Also people doing well have to worry less about losing their jobs so their job security will be another hygiene factor eliminated. The expectancy theory makes a lot of sense in this case. By cutting base salaries and increasing