Keeping Suzanne Chalmers Case
Suzanne Chalmers, one of the API’s top talents software engineers, asked Thomas Chan, the vice-president of software engineering at Advanced Photonics, Inc. (API), for a private meeting.
Thomas Chan had been through this before when valued employees asked for private meetings which ended by announcing that they wanted to quit. Reasons for leaving the company were anything like the long hours, stressful deadline, need to decompress or get to spend time with their kids…etc.
Thomas Chan assumes that the real reason for the staff leaving was having too much money too fast which gave employees financial independence and less motivation.
During the meeting, after Suzanne Chalmers announced …show more content…
• Drive to Learn refers to the drive to satisfy our curiosity, to know and understand ourselves and the environment around us. The drive is related to the higher needs of growth and self actualization.
In this case, Suzanne Chalmers has already an expert in the Internet Protocol (IP). As a result she will think that she had already learned everything in the API. Therefore, she will join another company to serve her desire to learn more things.
4. MARS Model: highlights the factors that directly influence an employee’s voluntary behaviour and resulting performance – Motivation, Ability, Role perceptions and Situational factors.
Applying the MARS model, it can be seen that Suzanne Chalmers has the ability (her expertise on IPs) and role perception (she was a valuable API employee). The possible reasons for Chalmers behaviour under MARS are lack of motivation as well as situational factors:
*Motivation: Motivation represents the forces within a person that affect his or her direction, intensity and persistence of voluntary behaviour. In this regard: - In this case, Chalmers no longer has the drive (intensity) and desire (persistence)