Human Capital Concepts Worksheet Mba/530
Human Capital Concepts Worksheet
Concept Application of Concept in the Scenario Reference to Concept in Reading
Motivating Change Employee Morale is currently low and management is concerned about employee’ perception about the staffing audit and follow-up. Many employees are spreading rumors about terminations creating unpleasant discussions and lowering employee morale and motivation. Employees believe that the drastic change is putting their jobs at risk. Management of InterClean, Inc. needs to evaluate the current motivational situation and act as an agent of change (University Of Phoenix Scenario, 2008). People must come to believe that change is necessary and must commit to abandoning the status quo for an uncertain future. In addition to changing beliefs about the future, some good ways to overcome resistance to change include (1) providing extensive communication about the overall structure of the new HR system, and (2) encouraging people who will be affected by the changes to participate in the redesign effort (Dreher & Dougherty, 2001).
Performance-Contingent Pay InterClean, Inc. has a training plan in place to train the sales team and other employees. Training for compliance and new products can help determine significant increase in the sales. However, many employees are worried that if they focus on training then their actual sales may suffer for the time period and hence creating a reason to worry about job security and the management has not discussed any performance based incentives and pay for employees. This creates another cause of reduced motivation and morale in employees (University Of Phoenix Scenario, 2008) Making pay (or other valued job outcomes) contingent on performance should enhance instrumentality perceptions and employee motivation. Since commissions are directly tied to sales, employees’ motivation should be enhanced because pay levels rise and fall in line with revenues (Dreher & Dougherty, 2001).
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