LONG ANALYTICAL REPORT

Long Analytical Report

Executive Summary

Motivation is the main driving force behind all actions and behaviours of all individuals. This notion plays a key role professionally, in the manner that it can greatly influence the way and mannerisms of an employee and their job performance and satisfaction levels. This paper has highlighted such pertinent issues related to the motivation and job satisfaction levels of employees concerned with the assigned case.

Wendy is one such employee who was falsely led to be believed that she would be promoted to a higher rank, once her superior retired. However, the selection committee did not consider Wendy to the suitable candidate and chose over her, Tanya, who was her colleague. Since, then Wendy had shown many signs of distress and frustration, so much so that she had voiced her displeasure over not being promoted to Tanya herself. Tanya, who herself is overburdened with stress due to increased responsibilities and workload is unable to decide if she should approach her superiors concerning Wendy's attitude with the rest of the staff and her recent poor performance at work.

The discussion segment of this paper addresses such main issues that propose solutions and measures to Tanya, that would best help her accomplish better outcome to her problems. Such suggested solutions include confronting and having direct conversation with Wendy herself and judge if dialogue could help her overcome her grievances. Similarly, Tanya should also consider approaching her superiors and induct direct action against Wendy, so that this issue could be resolved for good.

Conversely, seeing the high stress levels of Tanya, possible remedies have been presented in form of stress management plan that she could utilize to reduce her stress levels and also increase work performance. Likewise, suggestions for improving the motivational levels of all employees have also been provided to Tanya. Such measures include the devising of an adequate performance management and evaluation system that clearly communicates the career growth for all employees, so that in future instances similar to Wendy's are not repeated. Furthermore, Tanya should also implement a equitable performance management system at the clinic, which would make analysing the performance levels of each employee and would therefore also provide adequate benefits to them according to their performance level each month.

Table of Contents

Introduction1

Discussion1

EVLN Model of Job Dissatisfaction2

Future behaviours of Wendy3

Solutions to Tanya3

Tanya's Causes of Stress4

Stress Management Plan for Wendy6

Motivating the Clinic Staff8

Conclusion10

Recommendations11

References12

Long Analytical Report

Introduction

This paper aims to answer the three main questions of our case, which will present the solutions to case questions after a thorough review of the literature. However, it is only pertinent to describe the background of the case itself. The case relates to Tanya, who has been recently been promoted as a nurse manager at the health clinic she works at. Her colleague, Wendy, who too was also a strong candidate for the post of nurse manager, was rejected and Tanya was chosen over her. Wendy, who started to act and behave peculiarly, did not pleasantly welcome this and became unfriendly with everyone ...