School of Business and Management

Master of Business Administration

(MBA)
OB CIA-3
Motivation Vignettes

SUBMITTED TO- SUBMITTED BY-

Dr. Ashok Kumar R S Aashi 2428702
Shweta 2428608
Nagarjun 2428709
Rahul 2428720
Rohith R 242872

1. Analyse the Vignette:

In the scenario titled "The Wellness Program: Aligning
Employee Needs for Peak Performance," WellTech
Innovations aims to launch a comprehensive wellness
program to enhance employee well-being and
productivity. The team involved consists of five
members, each with distinct motivations and challenges.
The company’s leadership emphasizes that meeting
employee needs will be crucial for the program's
success.
2. Relevant Problems in the Vignette:
The vignette presents several challenges:
• Diverse Needs: Each team member has different

motivations (e.g., recognition, job security, health,

creativity) that need to be addressed for the
 program to succeed.
• Pressure for Quick Results: Sarah, the HR Director,

is under pressure from senior management to

deliver rapid and tangible outcomes.
• Potential for Burnout: Alex, the Software Engineer, is

at risk of burnout due to intense work demands.

• Isolation and Lack of Recognition: Nina, the Wellness

Coordinator, feels isolated and underappreciated

despite her efforts.
• Work-Life Balance: Lily, the Marketing Specialist,

struggles to maintain a healthy balance between

her work and personal life.
3. Relevant Motivation Theory to Solve the Problem:
Maslow’s Hierarchy of Needs is the most suitable theory
for this scenario. It addresses the various levels of
needs that employees may have, ranging from basic
physiological needs to higher-level needs like esteem
and self-actualization. This theory can guide the team in
addressing each member's individual needs to ensure
overall success.
4. Analyzing Alternatives Against the Chosen Criteria:
Here are some potential alternatives based on Maslow’s
theory:
• Alternative 1: Focus on Immediate Physiological and

Safety Needs
o Pros: Addressing basic needs like health and

job security could quickly reduce stress and

prevent burnout.
o Cons: This approach might overlook higher-

level needs, leading to dissatisfaction in the

long term.
• Alternative 2: Balance Safety and Belonging Needs

o Pros: Creating a secure environment and

fostering a sense of community canimprove

team cohesion and morale.
o Cons: Focusing too much on social needs might

delay addressing individual professional

aspirations.
• Alternative 3: Emphasize Esteem and Self-

Actualization
o Pros: Recognizing individual contributions and

encouraging personal growth can lead to high

motivation and creativity.
o Cons: If basic needs aren’t met first, this
approach might not be effective, as employees
 might still feel insecure or stressed.
5. Recommended Strategy that takes into Account Key
Aspects of the Chosen Theory:
Recommended Strategy:
To effectively solve the problems presented in the
vignette, WellTech Innovations should adopt a tiered
approach based on Maslow’s Hierarchy of Needs:
1. Address Physiological and Safety Needs First:
o Ensure that all team members have access to

resources that support their basic well-being

(e.g., flexible work hours, healthy snacks,
mental health support).
o Provide job security through clear

communication of the project’s goals and

timelines to reduce uncertainty and stress.
2. Foster a Sense of Belonging:
o Create opportunities for team bonding and

collaboration to strengthen the sense of

community within the group.
o Encourage open communication and support

among team members to address feelings of

isolation.
3. Recognize and Support Esteem Needs:
o Acknowledge and celebrate individual

contributions to the project. Sarah, as the HR

Director, can implement a recognition program
where efforts are regularly highlighted in team
meetings.
o Provide platforms for team members to

showcase their expertise, such as internal

workshops or presentations.
4. Promote Self-Actualization:
o Offer opportunities for personal and professional

growth, such as leadership roles, creative

projects, or continued learning.
o Align the wellness program with each team

member’s aspirations, ensuring that they feel

fulfilled and motivated to contribute their best
work.
Implementation:
• Weekly Check-Ins: Sarah can lead weekly check-ins

to monitor the team’s well-being and progress,

ensuring that needs at all levels are being met.
• Flexible Work Arrangements: Allow team members to

adjust their schedules to better manage their work-

 life balance and health.
• Recognition Program: Implement a system where

team contributions are regularly recognized,

fostering a positive work environment.
By following this strategy, WellTech Innovations can
address the various needs of their team members,
leading to a successful wellness program launch that
benefits both employees and the company.
Maslow’s Hierarchy of Needs:
"Enhancing Employee Well-being to Boost Productivity"
Scenario-
A company called Well Tech Innovations aims to improve the
health and productivity of its employees. The CEO believes
that meeting the various needs of the employees will result in
better performance and increased innovation. A team
comprising five individuals is dedicated to this initiative.
Their goal is to ensure that the program caters to the needs of
every employee while also benefiting the company.
The project team, with their unwavering dedication, is
determined to address the diverse needs of the employees.
They recognize the significance of this program and are
committed to its success.
Characters:
Sarah: the head of human resources, oversees the wellness
program. She is keen on ensuring that every employee feels
included in the workplace. However, she also feels pressured
by the management to deliver quick and easy results. She
yearns for acknowledgment of her leadership skills and more
opportunities to take on essential responsibilities.

Carlos, a Product Manager, integrates the wellness program

seamlessly with the company's existing products. He
prioritizes tangible results but often experiences stress. Carlos
emphasizes the importance of job security, feeling secure at
work, and being part of a cohesive team.

A wellness coach, Nina devises programs to promote holistic

health among employees. Although she enjoys her job, she
sometimes feels isolated due to its distinct nature. Nina
desires a sense of belonging within the team and seeks
recognition for her efforts in supporting the well-being of
others.

A software engineer, Alex, is responsible for developing a

digital platform to support the wellness program. Despite
excelling in his role, he tends to overlook self-care due to his
intense focus on work. Alex aims to maintain his well-being
and attain a sense of job security.

A Marketing Specialist, Lily is tasked with promoting the

wellness program within and outside the company. She is
creative and dedicated yet struggles to strike a work-life
balance. Lily seeks to make a significant impact through her
work while prioritizing her well-being.

Role Play Outline:

The Kick-off Meeting:

The team convenes to discuss the program's initiation. Sarah
outlines her plans and underscores the importance of
addressing everyone's needs. Each team member shares their
perspectives and aspirations. As they continue their efforts,
the team encounters challenges, experiences mounting
pressure, feels isolated, becomes fatigued, and struggles to
maintain work-life balance.
Identifying Issues & Applying Maslow’s Hierarchy of Needs:
Sarah understands the need to address different needs in a
specific sequence to ensure the program's success. She begins
by prioritizing maintaining everyone's health and well-being
to prevent excessive fatigue. Subsequently, she focuses on
fostering a sense of security, ensuring job stability, and
promoting teamwork. Finally, she emphasizes recognizing
each individual's contributions, fostering a positive self-
image, and facilitating personal growth and new
opportunities.
Conflict Resolution:
During periods when the team is under pressure to deliver
swift results and faces increased job instability, they leverage
their strengths and acknowledge one another's efforts to
address higher-level needs. The program commences
successfully, showcasing how meeting needs enhances
individuals' well-being and performance. Despite the
challenges, the team's resilience ensures the program's
success. Upon completion, every team member feels that their
needs have been met and acknowledges their positive impact
on their work and personal lives.
Final Presentation:
This narrative illustrates the application of Maslow's
Hierarchy of Needs in the workplace. By addressing varied
needs, individuals are incentivized to perform better and strive
for excellence. It revolves around fulfilling needs related to
the body, safety, teamwork, self-esteem, and personal growth
and development.

Role Play Script: "The Wellness Initiative: Balancing Needs for Peak
Performance"

Scene 1: The Kick-off Meeting

The team, gathered in a modern conference room at Well Tech

Innovations, is ready to begin the meeting. A presentation
slide behind Sarah, the HR Director, reads: “Well Tech
Wellness Initiative – Launch Strategy." The team's dedication
to this initiative is palpable, setting the tone for the meeting.

Sarah:(Enthusiastically) Good morning, everyone! I’m thrilled

to have such a talented team working on this wellness
initiative. Our goal is to create a program that improves
productivity and enhances our employees' well-being. We
want to make Well Tech a place where people genuinely
thrive.

Carlos:(Nods) I’m excited too, Sarah. However, we must

ensure this initiative aligns with our current product line. We
can’t afford to lose focus on our core business, especially with
the competitive market.
Nina:(Eagerly) Absolutely, Carlos. But this initiative could be
our chance to lead by example in the industry. We’re all about
health and wellness, after all. We should be the ones setting
the standard for a healthy workplace.

Alex:(Thoughtfully) I’m on board with this, but I’ve got to

admit, I’m worried about the workload. Developing the digital
platform for this initiative will be intense, and I’m already
putting in long hours.

Lily:(Cheerfully) I think this is an excellent opportunity for us

to show how creativity and wellness can go hand in hand. But
we need to be careful not to burn out ourselves while
promoting health to others. We’ve got to find that balance.
Sarah:(Supportively) I hear you, Alex, and you too, Lily. This
initiative is as much about caring for ourselves as it is about
our colleagues. We’ll make sure to address everyone’s needs
as we move forward. Let’s make this a project we’re all proud
of—without compromising our well-being.

The team members exchange nods of agreement, feeling more

aligned and ready than ever to embark on the project. Their
shared commitment is a powerful force, driving them forward.

Scene 2: Mid-Project Challenges

Several weeks into the project, the team is feeling the strain.
They’re in the project room, gathered around a large table
scattered with papers and laptops. Despite the challenges,
their resilience is unwavering.

Carlos:(Frowning) We’re behind on integrating the wellness

features into our product line. I’m starting to worry about how
this will affect our other projects. We need to pick up the
pace, but the pressure is getting to everyone.

Nina:(Concerned) I’ve been trying to get more employee

engagement, but it’s been tough. People are stressed, and
some are skeptical about the new programs. I’m doing my
best but feel like I’m hitting a wall.

Alex:(Tired) I’m pulling late nights to keep up, and it’s

starting to take a toll. I’m not even following the wellness tips
we’re promoting because I’m too busy coding!

Lily:(Worried) I’ve been trying to develop fresh ideas for the

marketing campaign, but my creativity is running dry. I’m
pressured to deliver something impactful, but it’s hard to stay
inspired when I’m exhausted.

(Sarah enters the room, noticing the fatigue and frustration on

everyone’s faces.)

Sarah:(Gently) I can see we’re all feeling the strain. This isn’t
what we wanted. We need to step back and reassess how we
approach this. Alex, let’s make sure you have regular breaks.
You can’t be at your best if you’re running on empty.
Alex:(Grateful) Thanks, Sarah. That would help. I’ve been so
focused on the work that I’ve forgotten to care for myself.

Sarah:(Turning to Nina) Nina, you’re doing a fantastic job,

but I don’t want you to feel isolated in this. Let’s set up a
weekly meeting where you can share your progress and get
feedback. You’re not in this alone.

Nina:(Relieved) I’d appreciate that. Sometimes, it feels like

I’m carrying this alone, and it’s good to know I have the
team’s support.

Sarah:(To Carlos and Lily) Carlos, I know you’re concerned

about the impact on other projects. Let’s prioritize and see
where we can streamline the process. Lily, your creativity is
vital to this initiative. How about we schedule some
brainstorming sessions with the team? That might help
reignite your creative spark.

Lily:(Smiling) That sounds great, Sarah. I think collaborating

more could help me get back on track.

Carlos:(Nods) I agree. If we can get everyone’s input, we

might find innovative solutions we haven’t considered yet.

Sarah:(Encouragingly) Exactly. Remember, we’re building

something new here, and it’s okay to take a step back to
ensure we’re all on the right path. We’ll meet our goals but do
it in a way that doesn’t compromise our well-being.

(The team members feel a renewed sense of purpose and

support, ready to tackle the project's next phase with a more
balanced approach.)

Scene 3: Crisis and Collaboration

(A critical issue arises—a delay in the digital platform’s

development threatens to derail the wellness initiative. The
team is in an emergency meeting, looking tense.)
Carlos:(Anxiously) The platform isn’t ready, and we’re
running out of time. If we don’t launch on schedule, this
initiative could be in jeopardy. We need a solution, fast.
Alex: (Stressed) I’ve been working non-stop, but there’s still
much to do. We need a more hands-on deck, or I’m not sure
we’ll make it.
Lily:(Calmly) What if we simplify the initial launch? We
could roll out the core features first and add more later. It
would give us some breathing room and still show progress.
Nina:(Agreeing) That makes sense. Plus, we can use the extra
time to build more employee engagement. If we launch with
something simple and get feedback, we can refine the
program.
Sarah:(Supportively) I think you’re both on to something. We
don’t need to launch everything at once. Let’s focus on getting
the basics right first. Alex, we’ll provide additional support to
help you with the coding. Carlos, let’s communicate this new
plan to the stakeholders and get their buy-in.
Carlos:(Relieved) That could work. We can build from there if
we manage expectations and deliver a solid foundation.
Sarah:(Confidently) Exactly. We’ve got this. Let’s take it one
step at a time and ensure we meet the company’s and our
needs.

(The team rallies together, working collaboratively to adjust

their plans and deliver a successful launch. The crisis is
averted, and the initiative proceeds with renewed energy.)

Scene 4: Final Reflection

(The team gathers in the same conference room where it all

began. The atmosphere is much more relaxed now, with
smiles as they reflect on the journey.)
Sarah: (Proudly) We did it. The wellness initiative is off to a
great start, and it’s all thanks to this team's hard work and
collaboration. But more importantly, we did it in a way that
cared for each other.
Alex:(Smiling) I’ve learned much through this process,
mainly about caring for myself and being at my best. Thanks
for making sure I didn’t burn out, Sarah.
Nina:(Gratefully) I feel more connected to the team than ever.
The support has been incredible, and it’s made me even more
passionate about our work.
Lily: (Reflective) This experience has shown me how crucial
it is to balance creativity with well-being. I’m excited to
continue developing this initiative and to see the positive
impact it will have.
Carlos: (Content) I was worried about how this would affect
our other projects, but we’ve integrated everything
seamlessly. The key was staying flexible and keeping
communication open.
Sarah: (Concluding) We’ve launched a successful initiative
and created a model for how we can work together in the
future. We've built a stronger team and a healthier workplace
by addressing each other’s needs—physiological, safety,
belonging, esteem, or self-actualization. Let’s carry these
lessons forward in everything we do.
(The scene ends with the team feeling accomplished and
united, ready to take on future challenges with a renewed
focus on well-being and collaboration.)
This script integrates Maslow’s Hierarchy of Needs by
addressing the various levels of needs (physiological, safety,
belonging, esteem, and self-actualization) through the
characters’ experiences. It highlights the importance of
balancing individual and organizational goals to achieve
success and maintain a motivated, healthy team.