Case Study Justin Final

Questions

1. What advice can you give Justin Salisbury about the most likely motivational consequences of his recognition program?

The idea of Justin is good. Motivating others by giving them recognition and praise can be considered a direct application of positive reinforcement, that is, reinforcing the right behavior by giving a reward. However, recognition is such a potentially powerful motivator that it merits separate attention. Recognition is a strong motivator because it is a normal human need to crave recognition, and workers often do not feel they receive enough recognition. Therefore, giving workers an opportunity to experience pride can be a strong internal motivator. In addition, the workers still receive recognition and workers to be proud of daily accomplishments. I think that the motivational consequences of his recognition program would be successful. Nevertheless, even thought Justin shouldn’t micromanage by telling the store managers how to motivate their staffs, he should help his managers and employees in case of Justin established the goal of a 15 percent increases in revenues within twelve months. Therefore, in my viewpoint, he should motivate his managers and employees directly. Zero valences reflect indifference and therefore are not motivational.

2. What other form of recognition should Justin offer the store managers?

I think that Justin should not only give his twelve store managers encouragement, but also he should motivate his employees. To be specific, Justin can recognize and reward one of twelve store’s manager and every employees who attaining a 15 percent or better increase in revenue with one of the following forms of recognition:

--A wall plaque designating the manager as a “The Best Store of the Year”

--A bonus equivalent to 2 percent of annual salary for every employee

--An expense-paid trip for every employee to one or two days, which can separate several waves of people to have a trip in two weeks. The...