Principles of Management (Case Study)

Help Desk at AMPA Case

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Contents

Contents 2
1.0 Analysis Using Motivation Theories 1 1.1 Equity Theory 1 1.2 Expectancy Theory 2
2.0 Criticisms of the Management Functions 3
3.0 Main Problems Defined 4
4.0 References 5
5.0 Appendices 7 5.1 Appendix 1: SWOT Analysis 7

1.0 Analysis Using Motivation Theories

1.1 Equity Theory

The Equity Theory states that people assess how fairly they have been treated according to two key factors: outcomes and inputs. (Batemen, Snell, 2007) In this case study, Brian is an employee of AMPA and is appointed as the unofficial Help Desk coordinator, however it is clear that there seems to be a lot of inequity in the workplace. Brian was being treated unfairly and was clearly experiencing underpayment inequity in AMPA which exists when a person’s own outcome/input ratio is perceived to be less than that of a referent (Jones, George, 2003). Brian is often made to focus on other work apart from his own and according to the equity theory, since Brian’s input is far more than his outcome, he should be rewarded with higher pay, praise, bonuses, promotions, status perquisites and so on (Kinicki, Williams, 2008). However Brian was more than satisfied to work hard and to perform additional tasks in hopes of being recognized for his efforts and eventually being formally appointed as Help Desk Coordinator. Batemen, Snell (2004) suggests that workers compare the ratio of their own outcomes to inputs against the outcome-to-input ratio of another worker of the same level. Nevertheless, Brian did not attain a promotion due to his direct manager, Trevor who frequently made poor decisions and often blamed Brian for his mistakes. As a result, Trevor lacked technical skills as he did not possess the ability to apply specialized knowledge or expertise to a firm which led to a lack in conceptual skills due to his inability to make the right

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