Lenora Hapkins, an employee of Tyson's Production, was proved to be a difficult employee in her field assignment in the Marketing Department. Rather than risking a fight with the union for firing her, she accepted the decision to be moved to the "front office" under a different manager. Allison Clark was a reluctant supervisor. She handles three (3) minority employees, including Lenora. Fortunately, two (2) of the three (3) employees were very proficient. In Allison's point of view, Lenora has an awkward personality, poor communication skills, and little involvement with her co-workers. After a three-month period, Allison wanted Lenora to learn some other tasks so that she could back up the other secretaries in the unit. Lenora's cross-training proved difficult for two (2) reasons: (1) she did not get involved in the training process itself, consequently learning a little, and (2) she resisted helping others when the workload demanded it. Allison already decided to talk to Lenora about her unwillingness to help out. Lenora countered that she felt she was taken advantage of and paid improperly for the work she was being asked to do. Ted, the personnel officer, was concerned that the union might file a grievance on the issue of Lenora's being in the wrong job classification. He suggested giving her a temporary adjustment, to be made permanent on her performing successfully. Allison agreed, and Ted explained the decision to Lenora. He gave a pep talk about working hard now to have things pay off later. However, his message did not seem to get through. Three (3) weeks after Ted's meeting with Lenora, one of the secretaries complained to Allison that Lenora was not helping out on a major project. In fact, the secretary had asked for help on several occasions. At one point, Lenora outright refused. Questions: 1. What were the problems mentioned in the study? How do these problems affect organizational goals? 2. What motivational theory can help Allison distinguish the needs of Lenora as an employee? Justify your answer. 3. If you are Allison, what measures would you do?
Lenora Hapkins, an employee of Tyson's Production, was proved to be a difficult employee in her field assignment in the Marketing Department. Rather than risking a fight with the union for firing her, she accepted the decision to be moved to the "front office" under a different manager. Allison Clark was a reluctant supervisor. She handles three (3) minority employees, including Lenora. Fortunately, two (2) of the three (3) employees were very proficient. In Allison's point of view, Lenora has an awkward personality, poor communication skills, and little involvement with her co-workers. After a three-month period, Allison wanted Lenora to learn some other tasks so that she could back up the other secretaries in the unit. Lenora's cross-training proved difficult for two (2) reasons: (1) she did not get involved in the training process itself, consequently learning a little, and (2) she resisted helping others when the workload demanded it. Allison already decided to talk to Lenora about her unwillingness to help out. Lenora countered that she felt she was taken advantage of and paid improperly for the work she was being asked to do. Ted, the personnel officer, was concerned that the union might file a grievance on the issue of Lenora's being in the wrong job classification. He suggested giving her a temporary adjustment, to be made permanent on her performing successfully. Allison agreed, and Ted explained the decision to Lenora. He gave a pep talk about working hard now to have things pay off later. However, his message did not seem to get through. Three (3) weeks after Ted's meeting with Lenora, one of the secretaries complained to Allison that Lenora was not helping out on a major project. In fact, the secretary had asked for help on several occasions. At one point, Lenora outright refused. Questions: 1. What were the problems mentioned in the study? How do these problems affect organizational goals? 2. What motivational theory can help Allison distinguish the needs of Lenora as an employee? Justify your answer. 3. If you are Allison, what measures would you do?
Principles Of Marketing
17th Edition
ISBN:9780134492513
Author:Kotler, Philip, Armstrong, Gary (gary M.)
Publisher:Kotler, Philip, Armstrong, Gary (gary M.)
Chapter1: Marketing: Creating Customer Value And Engagement
Section: Chapter Questions
Problem 1.1DQ
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Transcribed Image Text:Lenora Hapkins, an employee of Tyson's Production, was proved to be a difficult employee in her field
assignment in the Marketing Department. Rather than risking a fight with the union for firing her, she
accepted the decision to be moved to the "front office" under a different manager.
Allison Clark was a reluctant supervisor. She handles three (3) minority employees, including Lenora.
Fortunately, two (2) of the three (3) employees were very proficient.
In Allison's point of view, Lenora has an awkward personality, poor communication skills, and little
involvement with her co-workers. After a three-month period, Allison wanted Lenora to learn some other
tasks so that she could back up the other secretaries in the unit. Lenora's cross-training proved difficult
for two (2) reasons: (1) she did not get involved in the training process itself, consequently learning a little,
and (2) she resisted helping others when the workload demanded it.
Allison already decided to talk to Lenora about her unwillingness to help out. Lenora countered that she
felt she was taken advantage of and paid improperly for the work she was being asked to do.
Ted, the personnel officer, was concerned that the union might file a grievance on the issue of Lenora's
being in the wrong job classification. He suggested giving her a temporary adjustment, to be made
permanent on her performing successfully. Allison agreed, and Ted explained the decision to Lenora. He
gave a pep talk about working hard now to have things pay off later.
However, his message did not seem to get through. Three (3) weeks after Ted's meeting with Lenora, one
of the secretaries complained to Allison that Lenora was not helping out on a major project. In fact, the
secretary had asked for help on several occasions. At one point, Lenora outright refused.
Questions:
1. What were the problems mentioned in the study? How do these problems affect organizational goals?
2. What motivational theory can help Allison distinguish the needs of Lenora as an employee? Justify
your answer.
3. If you are Allison, what measures would you do?
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