QUESTIONS: QI. (a) Describe Maslow' s Hierarchy of needs. (b) Based on (a) List type of needs that Conway, Wang, and Sanchez attempt to satisfy. Please provide evidences based on the case study to support your answer. Describe Conway's needs based on McClelland's acquired needs theory. Identify and explain the needs involved for the relevant human resource consultants. Please provide the evidences for each of the need based on the case study. (c) (d) Assume you are now Winters. List out THREE (3) suggestions each for Conway, Wang and Sanchez on how to motivate them.
QUESTIONS: QI. (a) Describe Maslow' s Hierarchy of needs. (b) Based on (a) List type of needs that Conway, Wang, and Sanchez attempt to satisfy. Please provide evidences based on the case study to support your answer. Describe Conway's needs based on McClelland's acquired needs theory. Identify and explain the needs involved for the relevant human resource consultants. Please provide the evidences for each of the need based on the case study. (c) (d) Assume you are now Winters. List out THREE (3) suggestions each for Conway, Wang and Sanchez on how to motivate them.
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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Transcribed Image Text:QUESTIONS:
Q1.
(а)
Describe Maslow's Hierarchy of needs.
Based on (a) List type of needs that Conway, Wang, and Sanchez attempt to satisfy. Please
provide evidences based on the case study to support your answer.
(b)
(c)
Describe Conway's needs based on McClelland's acquired needs theory. Identify and explain
the needs involved for the relevant human resource consultants. Please provide the evidences
for each of the need based on the case study.
(d)
Assume you are now Winters. List out THREE (3) suggestions each for Conway, Wang and
Sanchez on how to motivate them.
Transcribed Image Text:Motivating the Staff at HR Outsource
Kelly Winters is a program manager at HROutsource, a company that supplies human resource
services to small and medium-medium size organizations, including businesses, hospitals, and a variety of
nonprofit firms. The human resources services include administering payroll and employee benefits, bonus
plans, and training. Winters is the program manager for training services, a small but growing part of client
work for HROutsource.
The three members of Winters's staff are Christina Conway, Peter Wang, and Maria Sanchez, all of
whom hold the job title of human resource consultant. All three consultants are performing adequately, yet
Winters has been thinking lately about enhancing their performance. Winters's immediate manager, the vice
president of client programs, agrees that her staff has room for improvement in terms of effort and
commitment. Winters's preliminary action plan for enhancing the motivation of her staff is to interview them
to search for specific motivators.
In Winters's words, "As a HR professional, I'm not naïve enough to think that a one-size-fits-all
approach to motivation is going to work. I'm going to offer each member of my team a gift certificate to their
favourite online shopping service as a reward for outstanding performance. Gifts are nice, but I want to try
something a little more sophisticated."
Excerpts from the interviews are as follows;
WINTERS: “Chris, what do you really want from working at HROutsource? What would it take to
get you to the next level of effort?"
CONWAY: “Thanks for asking me, Kelly. I haven't given the issue much thought yet. But off the
top of my head, I would say I want your job, and then keep moving. I see a great future in human resource
programs being outsourced, and I want to be part of that future. I'm 26 right now, and I can see myself as a
CEO of a human resources outsourcing firm by the time I hit 35. So if I could see some clear signs of career
advancement, I would put a little more pressure on the accelerator."
WINTERS: “Peter, what do you want to get out of working for HROutsource? How could we get you
to be even more strongly motivated?"
WANG: "I like what I see at the company, yet I'm falling into a little bit of a routine. I keep doing
safety training and diversity training for clients. It's getting a little repetitious. I have to appear excited and
enthused even if I've given the identical training program seven times in 1 month. I want to branch out, and
maybe help install a bonus system for a client or two. I want to get into other aspects of HR.
I don't want to feel like I'm finished growing as an HR professional. I'm only 31."
WINTERS: “Good morning, Maria. How are you doing today? I wanted to learn a little bit more
about what makes you happy and motivated. What do you hope to get out of working for HROutsource?
What type of work would get you even more fired up?"
SANCHEZ: “I thought I was pretty fired up. I think I could be more committed to the company if the
company was more committed to me. I feel I am only as good as my last client assignment. Suppose the
company runs out of client assignments for me. Does that mean I’m out the door?
"Stable employment is pretty important for me. I have a child, and my husband is a full-time student
in a field with little prospect for high-paying work. I would like to wake up every morning and feel that my
job at HROutsource will be there"
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