How to Motivate Fred

1784 Words8 Pages
How to Motivate Fred Maiorino
Fred Maiorino was employed by Schering-Plough for 35 years and on July 19, 1991 he was terminated. Fred was terminated because the lack of motivation he has once Jim Reed was hired. The factors that inhibit Jim Reed from motivated Fred Maiorino are lack of leadership, lack of goals, and lack of an effective employee performance review.
Jim Reed fails to motivate Fred because of the unsuccessful role as leader. A successful leader has the ability to manage and supervise the performances of their employees. (Kacmar, Carlson, Harris 2013). These authors describe several leadership styles but the most effective in motivating employees is transformational leadership style. The transformational
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Jim Reeds method could be described as unintended outcome.(Van De Mieroop, Vrolix 2014) that is obtained from unacceptable performance ratings. Performance evaluations should be comprised of principles that determine the level of performance and a valuation to determine the achievements of the employee. An effective performance evaluation will clearly state employee’s expectations and standards. A performance evaluation review should not be based on historical factors. The purpose of performance reviews should focus on the future. (Van DE Mieroop, Vrolix 2014) The most effective way to increase performance is by direct feedback (Ahmed, Sultan, Paul, Azeen 2013). The key motives for lack of performance can be accredited to lack of managerial success due to the lack of manager’s direction and feedback to employees. .(Yadav, Sushil, Sagar 2014) Leaders need to make employees aware of their responsibilities, obligations to the company and their expectation and then offer continuous feedback. Employees need to be made aware of the progress of their performance levels. (Yadav, Sushil, Sagar 2014) Many studies have revealed that most performance appraisals do not meet the company’s expectations because it emphasis the weaknesses of the employees. This has a tendency to make employees very defensive about the negative focus on their

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