DE LA SALLE UNIVERSITY – DASMARINAS

College of Liberal Arts and Communication

ENABLING ASSESSMENT 4

Abraham, Keyrassen A.
Master of Arts in Psychology Major in
Industrial/Organizational Psychology
IO Psychology | A.Y 2023 – 2024 | 1st Term

Question #1: Explain how equity theory can help the management address the issue raised
by Jane.

Equity theory can help management address Jane's concern about workplace injustice. It suggests
that people assess their inputs and outcomes, comparing them to others. If an imbalance exists,
employees may feel less motivated and less motivated. In Jane's case, she felt that her managers
and colleagues were not completing their work, indicating unfairness. To address this,
management should ensure fair distribution of incentives and recognition. This involves evaluating
each employee's workload, assigning tasks appropriate for their abilities, and providing regular
feedback. This will help improve employee motivation and happiness by resolving perceived
inequities and fostering a fair work environment. This can lead to enhanced productivity and a
more cohesive work environment.

Question #2: How can you relate this scenario to the following Theories of Motivation?

a. Herzberg’s Two Factor Theory

Herzberg's Two Factor Theory suggests that employee motivation and satisfaction are
influenced by hygiene factors and motivators. In this scenario, Jane's motivation is affected
by both hygiene factors and motivators. Hygiene factors include poor working conditions,
such as lack of completion by peers and managers and excessive office time, leading to
dissatisfaction and frustration. Motivators, such as her desire for recognition and career
advancement, can also negatively impact her motivation. To address this, management
should focus on both hygiene factors and motivators. Ensuring productive working
conditions, providing necessary resources and support, and offering opportunities for
recognition, career growth, and development can help create a more motivating work
 environment and increase employee satisfaction. By considering both factors, management
can create a more motivating work environment and increase employee satisfaction.

b. McClelland’s Theory of Needs

McClelland's Theory of Needs suggests that individuals are motivated by three primary
needs: achievement, affiliation, and power. In this scenario, Jane's motivation is linked to
her desire for achievement, as she has worked her way up the ladder and is recognized as
a respected supervisor. Her desire for career advancement and her willingness to take on
more responsibilities demonstrate her need for achievement. Additionally, her need for
power is influenced by her desire for recognition and involvement in decision-making
processes. However, her peers and managers' excessive office time and neglect of duties
make her feel frustrated and powerless. To address these needs, management should
provide opportunities for Jane to showcase her skills, involve her in decision-making
processes, and recognize her contributions. This will enhance her motivation and job
satisfaction.

Question #3: Identify the intrinsic and extrinsic motivations of Jane and discuss how this
affects her motivational behavior.

Jane's motivation is driven by her desire for recognition, career advancement, and job satisfaction.
She is eager to prove herself and takes on more responsibilities, driven by her intrinsic motivation.
However, her extrinsic motivation stems from her need for fair treatment and recognition from her
peers and managers. Her frustration stems from her colleagues' inefficiency and excessive office
time, creating a perception of inequity. This extrinsic motivation causes her to feel overwhelmed
and upset, reducing her motivation and job satisfaction. The combination of intrinsic and extrinsic
motivations influences Jane's behavior, with her intrinsic motivation driving her to work hard but
her lack of recognition and fair treatment dampening her motivation. This highlights the
importance of both intrinsic and extrinsic motivators in maintaining high motivation and job
satisfaction.

Question #4: Reflect on this scenario and as part of the management, how can you best
impose your strategy to motivate employees?

To motivate employees, management should focus on creating a fair and supportive work
environment. This can be achieved by investigating workload distribution and providing clear job
responsibilities and expectations. Recognizing and rewarding employees' efforts through regular
feedback and incentives can help avoid misunderstandings. Offering opportunities for growth and
advancement through career development programs, training sessions, and mentorship can give
employees a sense of purpose and motivation to excel. Fostering a positive work culture through
open communication, collaboration, and teamwork can create a supportive environment where
employees feel comfortable sharing their concerns and ideas. Managers should lead by example,
demonstrating desired behaviors and work ethic, such as completing tasks on time, being present,
and showing appreciation for colleagues' efforts. By implementing these strategies, management
can create a motivating work environment where employees feel valued, supported, and motivated
to perform at their best.