CASE STUDY

Case Study

Case Study

Introduction

This paper intends to answer the questions regarding the case study “Bust Up”. The case study revolves around the behavior of Wendy that how she was promised to promote to Manager Nurse, but instead the panel decided and promoted Tanya. The frustration of Wendy is clear but now Tanya is having problem in managing Wendy's attitude towards her. However, this paper will explore the job dissatisfaction of Wendy and possible causes in detail. Further it will also predict possible actions of Wendy in future. Thus, accordingly some strategies are suggested for Tanya to deal with Wendy. Moreover, Stress management plan is also proposed for Tanya. Lastly, in order to keep the employees motivated, four drive theory and Equity theory is assessed that Tanya shall employ in her working framework.

Discussion

Q.1

EVLN Model of Job Dissatisfaction

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When an employee or group of employees are dissatisfied, the first step to improving satisfaction should be to determine the reasons. There may be a variety of causes, such as poor supervision, poor working conditions, lack of job security, unfair compensation, lack of opportunity for advancement, interpersonal conflicts among workers, and lack of opportunity to meet order requirements high (Bordia, 2004). For employees who wish to perform well in their jobs, dissatisfaction may be due to restrictions and unnecessary delays, inadequate or defective equipment supplies (Worley, C. and Cummings, 2001). In the case of staff, dissatisfaction may result from insufficient authority to address their problems and carry out their responsibilities.

It is not always easy to discover the cause of employee dissatisfaction. Employees can stay or present their grievances about an aspect of the work, when in fact it is something else that bothers them. For example, they may complain about working conditions or the food in the cafeteria when the problem is actually a thoughtless oversight. Employees may be reluctant to disclose their real complaints if they fear reprisals are exercised by their criticism. When dissatisfaction is widespread among employees well, the use of anonymous questionnaires is a good way to discover the reasons but this method can fail even if the employees are very suspicious (Eby, Adam et.al, 2006).

The method of non-directive counseling is sometimes effective for the management of an individual employee who is disgusted about something. Here it is important to discover whether the employee is dissatisfied with some aspect of work or have a personal problem not directly related to employment. The supervisor should initially try to get the employee or the employee talk about what's bothering them. You must be careful to avoid making a diagnosis or suggest solutions at that time, as the employee may perceive this as a criticism. Instead, the supervisor should encourage the employee to diagnose the problem and present some solutions. This approach prevents the non-management employee will get defensive reduce your stress leaving you talk about their problems, and increases their self allowing you to develop your own remedies (Maier, 1975). However, if the problem involves other employees or the solution requires significant change in the position, the supervisor can take a more active role ...