David Fletcher Case
The inconsistency with JFP’s differentiated and key organizational structure: wide, flat, informal structure for quick decisions.
Struggles for autonomy within the company and the pending decision to hire a new research analyst.
Anti-cohesiveness …show more content…
The final issue to be address is JFP’s lack of effectiveness in work teams and motivation on both the individual and group levels. More attention can increase productivity and motivation according to the Hawthorne Effect. Fletcher’s decreased attention toward Stephanie, demonstrated in Doyle’s hiring process, reduces her motivation and attachment to the firm and develops negative feelings about Doyle. Because Doyle and Stephanie have relationship conflicts, they cannot properly address task, including feedbacks for investment choices, which leads to decreased productivity and creativity within the firm. When Stephanie finds personal fulfillment and interest in her work, intrinsic motivation, Doyle’s hiring process situation diminishes it significantly. Because she is less secure and satisfied, Whitney is less motivated, which falls in line with Herzberg’s motivator-hygiene theory: hygiene factors, including security and working conditions, “operate primarily as de-motivators if they are insufficient” (175). Stephanie also has extrinsic motivation—Fletcher’s attention, praise, and guidance—which increases her intrinsic motivation as well as job satisfaction and a sense of purpose at JFP. Whitney’s lower job satisfaction results in a poor job performance and her attachment to JFP. In order to better achieve the wide,