Case Study 3

Case Study 3

Case 3
Motivates for Quality and Service

1. What employee needs do Tellabs managers seem to be appealing to in their efforts to motivate its work force to sustain growth and continuous improvement?
They offered a total compensation plan that includes stock options, a retirement 401(k) plan, and an annual bonus based on productivity. (Foundations of Management. McGraw-Hill Create p. 114).
2. The video at one point emphasizes that employees are given the goal to “do your best.” If you were a Tellabs manager, is this the kind of goal you would give? What are the limitations of a goal that beseeches employees to do your best?
Yes, I will tell my employees to do their best if I were a Tellabs manager. But, I will try to know their needs and specialties in order to put right man in a right position and to trigger their motivation.
I think needs and motivation of employees are the limitation of the goal. Because one may fill satisfied after he/she completed the task, or one may leave his/ her duties for their personal reason. Also, as I mentioned above, if the error assigned by the manager may be limit one’s specialties.

3. The video mentions the theories of Maslow, Herzberg, and McGregor. Not mentioned are several of the alternatives that postdate these classics. With what you have learned from the video about Tellabs, which of the other motivational theories do you believe relevant to this organization? Why?
Though it is out of topic, I do not think its management involved Maslow’s hierarchy of needs, because the theory needs to be completed step by step and sometimes it could be backward. However, I think its management also involved ERG theory - growth needs. According to the textbook, about the ERG theory - growth needs, which involve personal development and a sense of self-worth. Alderfer believes a person can seek growth experiences when relatedness and maybe even existence needs have not been adequately met. (Foundations of Management. McGraw-Hill...