The paper "Issues Related to Stress and Motivation of Staff" is a perfect example of management coursework. The bust-up case is based on the management of work and people at the workplace which according to the case is a clinic. The case study address issues related to stress and motivation of staff. These are major aspects within any given work environment which significantly affects the ability of individuals to work towards the realization of the goals and objectives of an organization. This report majorly focuses on the analysis of bust-up case using theories such as the four-drive theory and equity theory as well as applying the EVLN model in a bid to provide a prediction and explanation of Wendy’ s future actions as well recommending a strategy for Tanya. The theories involved In the analysis process of the case, there are several behavioral theories that will be explored.
The first one is EVLN theory implying to Exit, Voice, Loyalty and Neglect. This theory gives a description of how job dissatisfaction can significantly impact on behavior at the workplace (Annakis et al. , 2005). Basically, the theory provides an explanation of how individuals in an environment of work can react to various issues or problems that may arise while at the same offering possible solutions to the problems.
The four-drive is another behavioral theory involved in the study of the case. This theory is based on four drives which are either proactive or reactive. The proactive drives include the drive to acquire which has the tendency of being relative, the drive to bond which motivates individuals enabling them to develop pride due to the fact that they have a sense of belonging and the drive to learn which involves the desire to experience new challenges at the workplace (McShane and Von, 2014).
The reactive drive is the drive to defend which involves the development of feelings of confidence and security. Equity theory is also involved in the case. This theory involves the understanding of how perceptions in line with fairness are developed by people with regard to the exchange and distribution of resources (Guerrero et al. , 2007). EVLN model of job dissatisfaction Within an organization, it might very difficult to actually realize that an employee is not satisfied.
The EVLN model of job dissatisfaction can be used to predict and explain Wendy’ s future actions while at the same provide a strategy for Tanya. EVLN model is composed of four key factors namely exit, voice, loyalty and neglect (Annakis et al. , 2005). Exit and Voice are active approaches that offer solutions when one is not satisfied while working in an organization. Exit involves a behavior whereby an individual quits and leaves an organization. They may transfer to another job or decide to seek employment elsewhere.
Voice involves constructive and active attempts aimed at improving the status or conditions at the workplace. This may constitute activities such as discussions, problem-solving actions being initiated or suggestions of solutions being made (Annakis et al. , 2005). Loyalty and Neglect are passive approaches. Loyalty involves waiting to see whether the conditions in an organization are going to improve. Finally, neglect involves reduced effort or interest in improving the conditions in an organization (Annakis et al. , 2005). The conditions are bound to become worse with increased absence or lateness of employees.