Keeping Suzanne Chalmers

1433 Words6 Pages
SYMPTOMS * Chalmers is not the first valued API employee who has requested a meeting and then announced her intention to leave the company. * Numerous employees who leave API are millionaires, from generous share options at API. * Many employees stated reasons such as stress, long hours, and disconnect from the family for leaving API, however; they will join a start-up company with some of the same problems. * Suzanne tells Thomas Chan that her job is becoming routine. PROBLEM The problem in this case study is the lack of employee loyalty, commitment and motivation causing high employee turnover. ANALYSIS * Maslow’s Needs Hierarchy says that as a person satisfies a lower level need, the next higher need in the…show more content…
* Work/life balance or virtual work would benefit the employees of API due to the long hours and feeling of disconnect from their families. * The M.A.R.S. model outlines the four major factors in determining individual behaviour and results which could be a key for API: motivation, ability, role perception, and situational factors. * Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behaviour. Suzanne no longer has the drive (intensity) and desire (persistence) to stay at API. Mr. Chan was unsuccessful with his negotiations to keep Suzanne employed and loyal to API. * Ability is the natural aptitudes and learned capabilities required to successfully complete a task. Suzanne has many abilities as she is API’s top talent in the specialized work of Internet Protocol (IP). * Role perception is the accuracy of how people understand their job duties assigned to them or what is expected of them. We believe that Suzanne has a clear understanding of her role at API, as the company assigns work to match technical competencies and she has been told she is a valued employee. * Situational factors are conditions beyond the employees’ immediate control that constrain or facilitate behaviour and performance. We do not feel there are any situational factors that have been mentioned in this case. * The Job Characteristics model identifies five (5) core
Open Document