Oxford Insurance

Without proper management, it is easy for employees to slack off and they whitethorn hurt their sight of the company goal. If we look at Herbages two factor theory, you target see that Oxford Insurance Services is lacking some factors that argon distinguished In Job satisfaction and pauperization In employees. Challenging work, indebtedness and reenforcements are part of the Intrinsic motivators that attribute to an Individuals sense of satisfaction with their work. It doesnt come along as though there are specific numbers that are set for separately person, rather, just numbers that the company as a whole need to make.They could turn over dad specific attainable goals for each broker so they all have something specific to work towards. Stuart could have similarly came up with competitions within the group with rewards, such as a bonus. The only reward that they had was casual Friday. Although this is a step, there is non untold fillip for the brokers to work hard. Many of the emails started with bad news and letting e preciseone receipt that they are not tinting their goal, this is news and information that they are same(p)ly already a focal point of.This sets the mood for the rest of the email. Some of the e-mails were in any case very short and seemed Impersonal, such as the ones to bloody shame. It states that Mary Is the type of person who appreciates spillage straight to business but the emails from Stuart is highly motivating. You dont get the sense that Stuart in truth cares about her. When she was doing well, Stuart emailed her telling her that she had a good month and that she would not assay from him about that for another 90 days. This does not give her any incentive to continue to work hard.If we fast forward to September when the numbers were falling short, Mary receives an email from Michael telling her that the holiday weekend is over and that she needs to start paying attention to the numbers. We thought this e-mail seeme d very ill-mannered and disrespectful. Respect Is very important in motivation and If Mary does not feel that she is receiving the respect she deserves then that leave show In her work. It as well as doesnt succor the situation that Michael Is half the age of Mary. In Brooms expectancy theory, It states that flock pass on behave a certain way because they think it leave behind lead them to a desired outcome.Stuart and Michael is not giving the Question 2. The content suggests that Mary feels De-energize. Why might that be? Mary was lacking motivation because she was not getting the desired support from ere team. She felt that the staff was not very customer tensioned whereas she wanted to build good and legitimate relationships with her customers by providing them rectify services. Also, there were personality and age differences amongst Mary and her clerical staff that had a negative impact on their teamwork. some other reason why Mary felt De-energize was because of d ifferences in motivational value.It can be inferred from the case that Mary had a high focus on extrinsic value of motivation. She Joined Oxfords because of high raise and a promise to achieve self-actualization. However, through all the motivational memos, it is evident that rewards were broadly non-monetary benefits. Employees were either praised verbally or would have a chance to discontinue casual clothes on Friday. There were hardly any incentives like performance-based bonuses etc. Moreover, Mary felt that Stuart was very aggressive with achieving the targeted numbers and was not giving her enough free hands to accomplish her goal of having restate customers by building trust. . How else might Stuart and Michael foster motivation among the 0. 1. S. Brokers? Identifying and determining ship canal to motivate employees is vital to every business. A motivated employee in a workplace defines a highly productive staff that result help achieve common goals and objectives of the business. While not every employee will be able to get motivated by similar things, hence, Stuart and Michael should first school a motivational strategy that includes understanding the difference of what motivates their employees.It is secernate inwrought to determine what really drives the majority of their employees so that the company can reach the highest performance. This motivational employee strategy must also include the process of develop orgasm that will eventually motivate employees greatly while also retain the best employee of the business. Therefore, Stuart and Michael can apply the relationship between morbilli Need Hierarchy and Herrings Two-Factor Theory.Moscow postulated that every single individual has five introductory needs that constitutes the most basic need to the highest needs that will alter managers to understand the value of their employee satisfaction level of motivation. Although it seems that 0. 1. S brokers express self-actualization and estee m regularly, it would be more effective for Stuart and Michael to constantly provide training sessions that will rate more rooms for on-going development for self-actualization. In addition, it is always ruin for Stuart and Michael to not Just boost their employees self-esteem by email, buttoner of a lay approach of face-to-face.A direct approach like lunch or dinner invitation may result in a very effective way as a sense of distinct recognition. Not only that it will establish stronger relationship by interaction and affiliating with colleagues, but this may also offer a sense of belongingness within the company. It is very interesting to apprisal that Mary had been the only one who receive the most or at least direct encouragement. However, it would be helpful if Stuart and Michael discouragement from other employees in accordance to the given task.In terms of giving instructions and motivational messages, this may appear confusing and repetitive on the e-mail, thus, supervis ion division between Stuart and Michael can be differentiated so that all employees understand and amply aware on instructions. Therefore, it is very important to define a better structure of communication in assigning tasks for their employees with detailed noticement of key performance index finger. This will be very effective for every employees to observe up with their course f action achieve the target and allowing themselves to measure their own accountability or work progress.This key performance indicator (KIP) may also leads to reward systems or individual incentives as depict in Herrings Two-Factory Theory under Hygiene Factor on salary. This incentives and reward system should also be diversified all across segment without any differences. All age groups should receive equal value from this incentives and rewards. Also, this will indirectly educate employee to understand the expectancy theory where extra case that shows great performance will lead to valuable outco mes.