The following is a case study analysis of three employees responses to coaching sessions following their notable drop in performance in company sales work. Mark Arbaro, the new sales manager has introduced a new system of performance management that seeks to subject employees who receive below average rating to coaching sessions.Analysis through the Expectancy theory of motivationAccording to (Nuttin, 2014), the expectancy theory of motivation suggests that an employer can motivate an employee based on the ability and willingness to deliver the desired outcome.
There are the ABLE and WILLING options. It is however hard to determine by one parameter independently and hence the two parameters work in combinations. An employer therefore needs to determine whether an employee is
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- Able and willing
- Able but not willing to work
- Unable but willing
- Unable and unwilling Anya Majka Anya is a hard worker and one who is dedicated to her work ethic.
She reads her materials thoroughly and does all that is possible to meet her sales targets which she has been attaining in the past. However, and according to her, there is a there is a bad economic environment that has affected her sales over recent rendering her not able to meet expectations.
According to her past performances, Anya is able to do her sales and attain her targets. She is also willing to continue working for the company and therefore it is expected her motivation should be high according to the predictions of the expectancy theory. If the company does not seek to intervene and experience with Anya, her motivation could be deteriorating steadily. Anyas behavior is also being influenced by the instrumentality aspect of the expectancy theory. Instrumentality means that there is some expectation of reward by the employee if there is satisfaction of the expected performance (Miner, 2015).
The company should seek to know what is wrong with Anya and what kind of experiences she has had so as to know how to motivate her.According to HRmars, training and development has to be well planned if they are to bear any fruits. For instance, there must be proper timing of the sessions as well as good planning regarding the tools to be used and the questions to be employed. If anything, the questions should be open ended and ones that seek more information. Anya is so positive about his job but is not fascinated by the training sessions mainly because they are to be conducted on Saturdays.
Anya is very aware that Saturdays are usually rest days. There is therefore the evidence that there is poor timing of the sessions and may lack of involvement of the subjects. Anya is also not happy that it is the sales manager who will be performing the sessions. In this case the company should seek to use outsourced experience personnel to perform the training sessions. Such a person will be easy for the employees to deal with and they will be ready to commit all information that could prove important.Organizational CommitmentOrganizational commitment is the bond that exists between the employees and the organization. If the bond is strong, there is higher commitment by employees in conducting their duties (Wood & Wilberger 2015).
Anya Majka is determined to achieve regardless of the situation that is existing economically. There is a good connection between any and the company and hence there is organizational commitment in her. When there exists organizational commitment, there is determination and employees are proactive in matters of the company. the level of commitment that Anya portrays is affective commitment given that she is ready to do anything possible to turn things on the positive side.Michael BenjaminMichael is a lazy employee who thinks sales is all about rest and little endeavor. He is the type of an employee that the expectancy theorem describes as NOT ABLE and NOT WILLING. According to the expectancy theorem, the employer should do away with the employee or accept the risks that are associated with the conduct of the employee.
It is however not advisable to accept the risk since it can be very costly to the company. In this specific case study, Michael sometimes misses appointments with clients basically because he doesnt care. He misses to produce good customer satisfaction reports and hence the company is risking destroying its image to clients and consequently risking losing clients to competitors. Benjamin lacks almost all of the aspects. These aspects include instrumentality, valence, expectancy and motivational force. In case the company does not want to get rid of the employee, it should seek to engage the employee in an open ended coaching session and implore on what has been wrong so as to seek the right method of motivation.
Human Resource Management Academic Research Society (HRmars)According to HRmars the role of human resource management is to develop competencies among employees and develop competitive advantages that help in competing with rivals and hence enabling strategic management. For strategic human resource management to happen, the organization has to focus on various aspects such as competency, organizational structure and performance. Lack of satisfactory performance by the employees necessitates training and development of the workforce so that they can deliver the desired results. Coaching sessions being introduced by Mark are a good example of training and development. According to HRmars, in the current globalization status, employees must learn to improve on their performance if the company is to compete and earn profits(Knowles et al., 2014).
Benjamin is a big liability in this company given that he is unconcerned in his dealings and even thinks he is doing what he is not supposed to do. He thinks that he would work a little and rest more. Benjamin lacks interest on his side and the company has failed to follow and monitor him correctly. There should a proper mechanism that the company has designed to monitor and evaluate all employees as well as tracking their performance and insisting on their improvement (Knowles et al., 2014). Also there should a way rewarding employees based on what they sacrifice to do and what extra that they bring on board. Maybe, if there was a monetary motivation scheme that rewards the best sellers Benjamin could work harder on realization that he is the limitation of his success.Michael Benjamin is not at all committed to the company. He does not show any sense of motivation or determination to keep moving together with the company. The only thing that keeps Benjamin in work is the guilt that comes with leaving fellow colleagues and the feeling that they may be exposed to more pressure when he leaves. He therefore possesses normative commitment.
Kyle Sherbo is yet another employee who is affected by instrumentality. The fact that he has been one of the best employees in his department makes him believe that he was destined for promotion as a sales manager. According to the expectancy theory, there are three things that influence instrumentality trust, control and policies. The company may have trust in Kyle but the policies that the company embraces and the level of control that the owners want to remain in administrative issues may have maybe it difficult for Kyle.
Apart from control, Buddy junior had the belief that Mark, a graduate from Ryerson University would bring about new strategies given the heightened competitiveness that the company is facingKyle is the best asset of the three said salesmen given that he has shown what he can do over the last five years while topping overall charts for three years. He is able and willing to do his work but is demoralized that after all that he has not been promoted. Kyle attributes much of the success of the company to himself especially after mentoring Mark and guiding him into the operations of the company. According to HRmars any company should seek to protect and guard its best employees by doing everything to keep them. Kyle having earlier been a salesman has developed as one of the best salespeople and his performances require some recognition. It is not necessarily that Kyle should be made the next sales manager but the company could have promoted him to a better position or even increased his salary.
If anything, there was supposed to be clear information regarding who mark was supposed to be from the very beginning. Lack of clear information between employers and employees may lead to lack of mutual trust and may hamper operations (Knowles et al., 2014). Further, lack of effective communication between employees and management may have lead to Kyle looking for alternative employment. Kyle seems to think that there is no career growth in the company and the company has no intention to give control to different people other than kinsmen. The company should not let Kyle make the decision to leave since he is one of those people who understand the operations of the company best in the sales department.The organizational performance of the company is generally going down especially due to fierce competition from Frito- Lay and other rivals.
The company is struggling to maintain market share and lead to discouragement especially in the sales department. Kyle Sherbo is determined to leave the company since he feels that his connection with the company is at stake. There is therefore a poor organizational commitment between the company and Kyle. Kyle has continuance commitment which means that he only stays at the company only because he cant find a better employment at the moment.
References
- Knowles, M. S., Holton III, E. F., & Swanson, R. A. (2014).
- The adult learner: The definitive classic in adult education and human resource development. Routledge.Miner, J. B. (2015).
- Organizational behavior 1: Essential theories of motivation and leadership. Routledge.Nuttin, J. (2014)
- Future time perspective and motivation: Theory and research method. Psychology Press.Wood, V. R., & Wilberger, J. S. (2015).
- Globalization, cultural diversity and organizational commitment: Theoretical underpinnings.? World,? 6(2), 154-171.
ASB In Secondary School
4 ASB in secondary school International context. ASB among students in secondary school is one problem that educational authorities in different parts of the world contend with ASB has become a topical issue in secondary schools and it is a thorny and highly emotional issue that has attracted the attention of different stakeholders which includes scholars over the years (Banja, 2013).
In Kenya, the issue of ASB in secondary school environment has evoked concerns among key stakeholders and research has been conducted for the purpose to identify the main causes of ASB among students and with the objectives to determine common cases of ASB in secondary school. According to Griffin (1994), cited by Salomon (2008: 1), “revealed that lack of communication is the greatest single factor causing school strikes, in school environment therefore lack of consultative forums for the review of school rules and regulations can leads to existence of absolute, unpurposeful, unenforceable rules that act as spring board for the proliferation of ASB in secondary schools.”
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In addition, the increase of ASB in schools is due to the inadequacy of handling guidance and counseling throughout the country. An Effective administrator should aim to check indiscipline in their respective institution by being ready to listen, guide and effectively motivate the guidance and counseling of teachers. Thus, the institution where the administration cares less to establish a motivate guidance and counseling department lead students to be deprived of needed advice, counsel and guidance (Solomon, 2018).
Moreover, Solomon (2018) stated that ASB among students has the causes that exist in schools and in the society and in the psychological state of students. For instance, society where students are brought up and school is studying respectively, which ultimate influence the psychological state of the students negatively. Evidence of the study in Kenya reveals that the probability concerning the issue of ASB in secondary schools is mainly related to the causal factors such as over-protective guardians, peer pressure, inconsistency punishment, poor parental care, drug abuse.
In United Kingdom, According to Munn et al. (2007), as cited in Banja (2013: 2), “59 per cent of teachers consider indiscipline in secondary school to be a serious problem, they further reported that a wide range of behaviors potentially disruptive to teaching and learning including: talking out of turn, lack of punctuality, eating in class, playing truant and using verbal abusive language, physical aggression, to classmates, rowdiness, infringing school rules, hindering others”.
In addition, in the United Kingdom the nature of ASB reveals a notable similarity to what obtained in Kenya as causes, For instance; overt hostility to school authorities, as exhibited in violence , vandalism disrespect and defiance to authority, fighting , absenteeism,
In the context of Mauritius, there is no dearth of research on the issue in regards to the causes of anti social behaviors in secondary schools and most of research, academic journals and Medias have published issues concerning indiscipline or misbehavior in secondary schools. .Thus, much of this literature pertains to the field of sociology and psychology to help educators understand the cause and identify the possible solutions to indiscipline and violence in secondary schools.
However, Beebeejaun (2014), have studied ASB in Mauritian secondary school students across Mauritius. In her work, she makes reference to Merry and O’Carroll’s (1988) defined; “ASB as aggressive, delinquent and violent acts being increasingly recognized as not only a social justice problem but also a public health problem.” Furthermore, in her research, she investigated the different forms of antisocial behavior in the Mauritian secondary schools and explaining deviant behavior among secondary school students both in the classroom and within and outside the school premises.
She used survey to carry out her research over a period of six months to collect data from twelve Mauritian secondary schools both private and state administered. Both qualitative and quantitative methods were used and students as well as the teaching staff were given the opportunity to have their voices heard.
The generated findings show that although the environment, the socialisation process, socioeconomic factors, genetic factors, cultural factors and peer influence among others have a strong impact on student’s behaviour, young people from well to do background with a stable environment closely –monitored upbringing , very often indulge into indiscipline /delinquent behaviours.
The results of her research show that indiscipline occurs practically in all schools but at differing degrees. Thus, different forms of violence such as fighting and inflicting injury to their friends, although quite rare, were noticed in some cases. It is also wise to note that teachers feel dis-empowered because of both disproportionate student population and undisciplined students, which affects considerably the teaching and learning process and because of the lack of support and guidance from relevant authorities.
In addition, she identified that the causes of Anti social behavior in secondary school to be mainly related with the socialization process, socioeconomic factors, genetic factors , cultural factors and peer influence among others have a strong impact on student ‘s behavior.
Based on study in the Mauritian context as a result it is clear that the most common cases of ASB identified were damage in secondary school property, misbehavior in class ,use of foul language, rowdiness and careless. According to her , student are losing moral values and respect towards society and that deterioration of their behavior could be witnessed in outside the school premises Hence social problems like poverty , social exclusion and unemployment are related to this dilemmas whereby youngsters are being marginalized and as a result they transmit this ASB to their respective schools. In addition, she came in conclusion that school management should detect cases of ASB and other means of social control are not fulfilling their role.
As we can read, the review of literature from previous research across different countries worldwide. For instance, studies conducted within Kenya, United Kingdom and Mauritius Island has reported a notable similarity regarding the most common typologies of ASB in secondary schools. Hence, ASB among students from Kenya, United Kingdom shows same patterns of causes as stressed in the review above.
Aims
The aim of this research is to investigate and determine the main causes of ASB among students in secondary schools in Rodrigues Island. In addition, this research wills provide more information and come up with appropriate recommendations in order to help the educational authority in Rodrigues and stakeholders for better understanding of the situation. The problem of ASB in secondary schools is becoming an alarming problem and the local authority should most urgently adopt discipline to tackle it from wider perspectives.
Objectives
- To establish a correlation between ASB in secondary schools and to understand to what extent ASB has an influence on student.
- To determine the factors causing ASB student.
- To identify and describe the different typologies of ASB in secondary schools in Rodrigues island.
- To identify the mechanism that exists in secondary schools to tackle with problem of ASB.
