Question

II Case Problem Indiana Sales: Skyline Pigeon Five years ago, Mr. Narciso Cortes was hired as salesclerk by Indiana Sales, a firm engaged in retailing and financing motorcycle sales. He was the first employee recruited by the newly assigned manager of Santiago City branch. When Mr. Cortes was hired, the branch was only one week old Within five years, the branch had a full complement of twenty persons including the branch manager, a cashier, a credit and collection supervisor, a sales supervisor, and a parts and service supervisor Mr. Cortes' record as salesclerk was commendable and the branch manager was considering him for promotion as sales supervisor. The salesclerk's job consisted of entertaining inquiries from prospective customers. If a sale is made, he prepares the various documents required including the deed of sale, invoice, and receipt. The sales supervisor, on the other hand, was responsible for overseeing the activities of the salesclerk, the utility boy, the driver, the records clerk, the documents clerk, and the stock clerk. Oftentimes, the sales supervisor had to leave office at 8:00 p.m. due to the requirements of the job. Mr. Cortes indicated to the branch manager that he was happy with his job as salesclerk and he did not aspire to have a bigger responsibility. The branch manager, however, was very insistent, and he informed Mr. Cortes that the following month, he would be replacing the current sales supervisor who was going to be promoted as branch manager and assigned to another area Since the announcement of the impending promotion, Mr. Cortes' behavior began to change, Although the reports he previously prepared had been error-free, the ones he was currently accomplishing were filled with mistakes in computation. His perfect attendance record was now marked with a few absences. He easily got irritated when customers asked a lot of questions. The branch manager is perplexed and is now pondering on the wisdom of pushing through with the promotion of Mr. Cortes. Learning Assessment I. Assess the situation and describe what factor/s of motivation is not innate with Mr. Cortes. 2. Which motivational theory do you think is appropriate for Mr. Cortes? 3. Devise a plan or strategy to motivate Mr. Cortes to accept additional responsibility and perform as expected

Answer 1

1. The factors of motivation that is not innate with Mr. Cortes are:

               - Promotion

               - Additional responsibilities

               - Increase in salary

Mr. Cortes is just content with his present job duties and does not want to move to a higher position and accept more responsibilities.

2. It is not possible to force someone to accept new responsibilities. In this case, we must first analyze what is the resistance for change for Mr. Cortes. From the case study, it is obvious that additional responsibilities nor promotions would not motivate Mr. Cortes. Alderfer- ERG theory is appropriate for Mr. Cortes in this case. ERG refers to Existence needs, Relatedness needs and Growth needs. Mr. Cortes has been going home at 8pm in the evening which shows that he does not have work-life balance. The relatedness needs refers to the individual’s need for significant relationships such as family, peers or friends. According to this theory, needs are not in hierarchy. They must all be met simultaneously to keep the employee motivated. The manager should ensure that Mr. Cortes leaves office before 8pm to have good work –life balance. At the same time, the existence needs such as safety environment and physiological needs need to be met. This would motivate him to accept other responsibilities such as growth needs.
3. Mr. Cortes does not have time management skills as he leaves the office very late. The manager should engage him in event management tasks to help learn to manage time and also he can refer him for time management courses. These activities would make him to manage time effectively and efficiently. It also would give him a sense of belonging rather than doing the same routine job in which he is content with. When his need for work-life balance (relatedness needs) are satisfied, then his focus would be growth needs. He would be managing these needs simultaneously. This strategy to motivate Mr. Cortes would be successful in making him to take additional responsibilities and perform as per expectations.