Essay - grade 94

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Nov 24, 2024

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11/4/23, 9:36 PM Essay - grade 94 about:blank 1/9 Keeping Suzanne Chalmers Presented by: Student number: Zhulin Gao 11193804 Xiaosi Zhuang 11203175 Deanna Harper 10916133 Ralfh Besanna 11185618 Chidozie Nwosu 11171729

11/4/23, 9:36 PM Essay - grade 94 about:blank 2/9 Introduction: In every work place, there are always issues either with the employees or managers that lead to changes within an organization. In the case “Keeping Susanne Chalmers,” the result of Chalmers quits her job is caused by personal work-stress, conflicting views or lack of innovative ideas within organization. Based on the Four-Drive Theory, the central role of human emotions influence the four motivation processes: drive to acquire, drive to bond, drive to comprehend, and drive to defend. After 4 years of working in Advanced Photonics Inc., Chalmers’ left can be categorized by the drive to acquire which means an insatiable human motivation leads to a high position than others. Chalmers has possessed enough money, so her drive to acquire is seeking for future benefits with share options in other businesses. To prevent employees leaving the company, an organization may innovate ideas by recognizing employees’ drive to comprehend which explains individuals’ motivation to satisfy curiosity and resolve conflicting information in surrounding environment. As a fact of routine work, managers could analyze individuals’ drive to comprehend which is seeking for flexible workload or work hours so that managers may respond to it and prevent unnecessary changes. In the case, Chan as a manager is trying to keep Chalmers which can be defined by the drive to defend which is to protect oneself physically or socially. Best employees’ leaving is a great loss for an organization, so the resistance changes are revealed by Chan’s offers to Chalmers in order to keep her from leaving the company. Also, stress issues arise because of Chalmers’ work, so her drive to defend is revealed by her left. During her time of traveling, she uses the time to manage stress and consider future plans. This essay uses the Four-Drive Theory to interpret Chalmers quits her job as the change management, methods to keep employees in the workplace as the innovation, the process of negotiating with individuals as the resistance change, and result of routine work as the stress management.

11/4/23, 9:36 PM Essay - grade 94 about:blank 3/9 Change Management: Changes that happen within an organization may be beneficial or harmful for the industry. Beneficial changes may include technology innovation, customer customization, or improvement of working environment. However, harmful changes can be located in the case Keeping Suzanne Chalmers which is the best employee’s left. Change management can be defined that organizations or individuals decide to alter the present mode of business activities into a new style or model in order to cope with rapid changes of business world (Hashim, 2013). As the perspective of an organization, the goal is to maximize profits by working teams. However, as the perspective of individuals, the goal is to maximize personal wealth which can be tangible earning income or intangible stocks, shares plans in an organization. In the case, change is revealed by Chalmers’ left. As she states during the meeting, “Thomas, I’ve really enjoyed working here, but I’m going to leave Advanced Photonics” (McShane & Steen & Tasa, 2015, p. 5). Connect to the Four-Drive Theory, Chalmers’ drive to acquire is to pursue higher position in the company instead of more earning income. The insatiable motivation is the center of drive to acquire so that Chalmers is looking for flexible working hours, less stress concerns, more future benefits compare to Advanced Photonics. It results Chalmers’ decision to leave the company. Through the above information, it suggests that an organization needs to motivate employees through different types of methods. Individuals’ motivation may change by time, so an industry is supposed to be aware of it and respond to it properly. Otherwise, it will be a great loss for an organization when many best workers are leaving the industry. Innovation: This is a preview Do you want full access? Go Premium and unlock all 9 pages Access to all documents Get Unlimited Downloads Improve your grades Upload Share your documents to unlock Upgrade Become Premium to unlock

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11/4/23, 9:36 PM Essay - grade 94 about:blank 4/9 Innovation is an organizational process for introducing new ideas, methodologies, work flows, and service or products to solve the conflicting environment. Innovation may bring benefits for an organization, but there are areas of uncertainty before the decision of innovation. Often an industry may not deal with the fear of future uncertainty which is accompanied by proposal of innovation, so the process of innovation may fail. However, this can bring a long-term beneficial result for an organization if proper methods are taken to ensure the certainty of innovation. The needs for innovation is the conflicting environment which is revealed in the case, Keeping Suzanne Chalmers, by long hours and stressful deadlines in the workplace. As the Four-Drive Theory interprets the drive to comprehend, managers may prevent employees leaving the company if they resolve the conflicting information in the working environment. Drive to comprehend requires Chan to act immediately when conflicts arise, otherwise, it may lead to a collapse in the working team. Innovation can resolve the consequences of routine work. As an alternative plan which is offered by Chan, “a larger workspace with a better view of the park behind the campus-like building” (McShane & Steen & Tasa, 2015, p. 7) This will reduce individuals’ discontentment in the workplace. By introducing the above information, this recommends an organization to take the initiative of innovating working place in order to manage employees. The drive to comprehend reveals individuals’ motivation and expectation, so an industry may have the chance to consider reacting toward it. Resistance Change: Resistance change can be defined as the act of opposing or struggling with modifications or transformations that alter the current status in an organization. When people clearly realize the change is inevitable and negative, the method of negotiation will be used to reduce the

11/4/23, 9:36 PM Essay - grade 94 about:blank 5/9 restraining force. By providing a variety of influence tactics, it persuades restraining force to comply instead of changing. On the grounds of resistance change in the case , Chan tries to Keeping Suzanne Chalmers prevent loosing of one of his company’s best employee - Suzanne Chalmers. With the use of the Four Drive Theory specifically the drive to defend, it can be said that Chan uses various means to try and prevent Susanne from leaving the company because it will be a great loss for the organization in human resources or future projects. Chan uses employee’s benefits as an incentive to prevent Susanne from leaving the company. Chan offers that, “[Suzanne] should take an unpaid leave for two or maybe three months, complete with paid benefits, then return refreshed” (McShane & Steen & Tasa, 2015, p. 6). According to this quotation, it is clear that Chan uses this offer as a form of incentive to prevent Suzanne from leaving the organization because he expects that Suzanne would reconsider her decision with such an offer placed before her, but she refused. Regardless of Suzanne’s refusal to Chan’s offer, Thomas Chan never stopped insisting on preventing Suzanne from leaving the company. Above all, this explains the process of keeping valuable employees. This suggests an organization is supposed to act immediately when problems appear in the working environment. This may secure the long-term benefits for an organization no matter on human resources or future benefits. Stress Management: Stress can be defined as an adaptive response to a situation that is perceived as a challenging or threatening to the person’s well-being (McShane & Steen & Tasa, 2015). Based on distress and eustress, distress is noxious environment conditions. As opposite, eustress is the force of motivation which helps people to do a better performances. Through the case, Keeping

11/4/23, 9:36 PM Essay - grade 94 about:blank 6/9 Susan Charmers , Charmers makes her decision to leave API due to long work hours, cramped spaces and stressful deadlines. These conditions may be categorized by distress. When applying reasoning for her resignation, the use of the Four Drive Theory is applied. The drive to defend in relation to the theory can be associated with the distress that Susan feels while she works for the industry. Chalmers’ reasons for leaving are not specified except she stated that she “needed time of to recharge her batteries” (McShane & Steen & Tasa, 2015, p. 5) This statement implies that she is over worked and being exhausted which is a consequence of distress. Her drive to defend is to protect herself well-beings and personal health issues; therefore, it results her action of quitting her job. Through this analysis, working environment has a huge impact on individuals within an organization. To keep valuable employees, this suggests managers to understand individuals’ status and give reaction in time. Recommendation: Through this essay, it is clear to show that change management is caused by the lack of innovation and stress issues. Resistance changes are the immediate reaction which is offered by managers based on the ongoing conflicts. To maintain desired team performances, managers are supposed to take the initiative to react toward the conflicting environment. Through understanding individuals’ motivation, managers are aware of the aim of innovation. Therefore, innovating working environment, working hours, or incentive plans in time may help an organization to secure valuable employees’ positions. This can also keep individuals’ satisfaction during the workplace. Immediate reaction is necessary because this prevents the evolvement of bigger problems, such as: future financial loss in projects, the lack of human resources in This is a preview Do you want full access? Go Premium and unlock all 9 pages Access to all documents Get Unlimited Downloads Improve your grades Upload Share your documents to unlock Upgrade Become Premium to unlock

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11/4/23, 9:36 PM Essay - grade 94 about:blank 7/9 departments. Therefore, innovation in an organization is benefit for both working teams and managers. Conclusion: Drive to Acquire Drive to Defend Drive to Comprehend Drive to Defend Causes: - Routine work - Dreadful Deadlines - Discontentment Stress Management: - Time availability - Organize oneself Innovation: - Flexible hours - Advanced technology - Incentives Change Organization: - Chalmers lef - Poor Performance Resistance Change: - Negotiation - Offer incentives - Alternative plans

11/4/23, 9:36 PM Essay - grade 94 about:blank 8/9 The above diagram shows the Four-Drive Theory explains changes within an organization. The phase of drive to acquire can be interpret into the cause of changes. The fact of routine work, dreadful deadlines, and employees’ discontentment in this case leads employees to seek for other institutions to work. Also, stress management arises in this conflicting environment so that it evokes the drive to defend for individuals. In this case, Chalmers needs time to organize herself and use this time off to consider for future plans. All of these actions are the change organization. As a manager, Chan, proves the resistance changes because of protecting interest of company. His drive to defend is shown by his negotiation with Chalmers, offer incentives, and alternative plans for share options. To conclude, the recommendation is based on the drive to comprehend which requires managers to innovate in time. In this case, Chan can take the initiative to alter routine work into a flexible working hours, distribute advanced technology to valuable employees, and offer incentives plans to team. Unnecessary changes happen in an organization are triggered by a reason. In the case “Keeping Suzanne Chalmers,” changes are caused by the lack of innovation within an organization. In order to keep an organization works functionally, analyzing individuals’ drive and responding to the common motivation is necessary. Otherwise, lack of innovation may lead to unnecessary changes, such as: employees’ leave, changes of employees’ performances in the workplace, or individuals’ stress concerns. Through the Four-Drive Theory, managers are able to realize the needs in the working environment; therefore, managers may use it as a guideline to keep the work place uniform by innovating ideas or working environment.

11/4/23, 9:36 PM Essay - grade 94 about:blank 9/9 References: Hashim M. (2013). International Journal of Academic research in Business and Social Sciences. \ Change Management, 3, 685. doi:10.6007/IJARBSS/v3-i7/92 Heroes S. (2016). International Journal of Organizational Innovation. Innovation: The Influence of Diversity and It Competence of Boards of Directors and Executive Management, 8.3, 18- 43. Retrieved from http://cyber.usask.ca/login? url=http://search.proquest.com.cyber.usask.ca/docview/1762302948?accountid=14739 on March 22nd McShane S. L. & Steen S. L. & Tasa K. (2015). Organizational Behavior (9th ed.). Toronto, ON: McGraw-Hill Education. This is a preview Do you want full access? Go Premium and unlock all 9 pages Access to all documents Get Unlimited Downloads Improve your grades Upload Share your documents to unlock Upgrade Become Premium to unlock

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Essay - grade 94

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