INTRODUCTION

Electro logic is a small Research and Development firm. The objective of electro logic is to
do research and development on a new technology named “Very Fast, Very Accurate”
(VFVA). It is in a midwestern college town adjacent to a major university. Electro logic is
founded by Steve Morgan, an electrical engineering professor and inventor of the
technology.

STRENGTHS AND WEAKNESSES OF ELECTRO LOGIC FROM MOTIVATIONAL

PERSPECTIVE

STRENGTHS

 Electro logic employees are part of a highly dynamic industry and they are given the
opportunity to make a difference in IT through great perfection of the VFVA system.
 Salaries and wages are offered based on performance, stimulating as such Electro
logic staff members will increase their efforts in supporting the organization reach its
overall goals.
 On campus job training programs act as a source of motivation as the employees are
able to learn from their colleagues in a familiar environment, maximizing the chance of
future successes.
 The company is continually evolving, engaging as such its employees in a complex
dynamic process which maintain their motivation and reduce routine work.
 Electro logic creates opportunities for social interactions which increase morale and
employee collaboration.

WEAKNESSES

 The major funds in Electro logic comes from government due to which the budget for
this company was not fixed for a long term.
 Employees benefits and health insurance premiums can change any time.
 No job security for employees

Thus, employees' levels of motivation, and consequently performance and outcomes are
negatively affected.

HIGH-PRIORITY ACTION ITEMS

 High priority action items which would be included in a consulting report to Steve Morgan,
president of Electro logic are:

 The selection criteria for the newly appointed responsibilities were rather arbitrary and
this could generate dissatisfaction.
 Advancement opportunities are unclear to employees as such fail to properly motivate
the Electro logic employees.
 The internal structure of Electro logic organization is based on vertical hierarchy, with
employees being given limited access to distinguish them.
 The three locations of the electro logic separate buildings reduce the employee's ability
to concentrate and integrate as a team and reduce their morale on high priority actions.
 The micromanagement in some areas should be reduced in the main building.
 The appreciation and integrated teamwork is missing at the electro logic. This reduces
the outcomes. Employees personal needs are not recognized by the managers thus
reducing the satisfaction.

PROBLEM-SOLVING FRAMEWORK

When it comes to Electro Logic, they have quite a few managerial problems but also do a few
things right. It seems as if management is limiting the abilities of some of their employees.
Scientists are discouraged to publish their work, while administration and tech members are
not pushed or sometimes even allowed to get more training. Also, Engineers seem not to take
any input from workers that they see are below them even though their experience makes
them a valuable resource. Deadlines take priority when assigning workers tasks, employees
can work on one project while being taking off it and put into a more urgent project. This is
good for some deadlines but, it leaves project managers spending more time explaining the
new product with a limited amount of time. These changing assignments seem to lead
towards a motivational problem as the change upsets those involved in the specific projects.
Management is also very absent when it comes to supervising the lower end employees.
These leaves concern unaddressed, while hiding behind excuses such as being too busy.
When it comes to your leadership and the motivation of those you lead, consider:

1. Self-regulation is a requirement if you want to lead differently—and better.

Challenging your natural tendencies and patterns of behavior provides you with more options
on how to lead. The new choices you make can be rewarding and productive for you, but
especially for those you lead.

2. Admit when you are trying something new. Be honest about expanding your leadership
skills. People will appreciate your sincere and authentic efforts.

3. Remember that as a manager you cannot motivate anyone. What you can do is create
an environment where an individual is more likely to be optimally motivated. Ask (and
genuinely care about) how a person is feeling, help them recognize their own sense of well-
being regarding an issue, and provide them with rationale without trying to “sell” it.

BEHAVIOR OF DIFFERENT GROUPS OF PEOPLE IN ELECTRO LOGIC FIRM

NAME ROLE TYPE OF BEHAVIOR

Pat Klausen Senior member of technical  Holds positive attitude
staff  He really enjoys the
work
 He likes socializing
Bob Christensen Member of the technical staff  Not very good
behavior at workplace
 Don’t like to interact
with people at
workplace
Chris Chen Research Scientist  Only concerned with
her part of work
 Satisfied and happy
with her work

HOW TO ELIMINATE BAD BEHAVIOR

 By recognizing the action and commit to making a change.

 By paying closer attention to our working
 By slow down our thinking to stop focusing on negative behavior
 Identifying situations, people and events that trigger our negative behavior
 By asking close friends and family members for their assistance in stopping the
behavior
HOW TO REWARD THE GOOD BEHAVIOR

 Day-to-day recognition – It is important to motivate and encourage employees to

perform well on an everyday basis and not just on a periodic level. For example, small
words of praise, little words of encouragement and constant motivation are highly
important to make their employees feel encouraged for their efforts.
 Informal recognition – Informal recognition is the kind of recognition which includes
gestures of encouragement and appreciation.
 Formal recognition – Formal recognition is usually in the form of rewards for service,
contribution, and achievements. .

HOW TO MOTIVATE DIFFERENT GROUPS OF PEOPLE

INTRODUCTION

People may have all the expertise in the world but, if they're not motivated, it's unlikely that
they'll achieve their true potential. On the other hand, work seems easy when people are
motivated.

TYPES OF MOTIVATION

Extrinsic motivation is when you use external factors to encourage your team to do what
you want. Pay raises, bonus checks, and the threat of job loss are all extrinsic motivators.

Intrinsic motivation is internal. It's about having a personal desire to overcome a challenge,
to produce high-quality work, or to interact with team members you like and trust.

WAYS TO MOTIVATE PEOPLE

Provide them with a pleasant place to work: Everyone wants to work in an office
environment that is clean and stimulating, and that makes them feel good instead of bad. You
don't have to spend a lot of money to make an office a more pleasant place to be.

Offer opportunities for self-development: The members of your team will be more valuable
to your organization, and to themselves, when they have opportunities to learn new skills.
Provide your team with the training they need to advance in their careers.