It seems that Mary Jo’s problem is one of laziness and a lack of motivation. Therefore, Adam’s Equity Theory of Motivation should not come into play, as negative and positive inequities are not an issue. As her manager, Roberta is partially responsible for motivating Mary Jo to perform well and holding her to the same standards as all other employees. I would suggest four courses of action for Roberta in this case, as summarized below, and per the motivation theories outlined in the course text:
1) Roberta must set clear, quantitative, and measurable goals for Mary Jo to strive to attain. Making clear what Mary Jo is to accomplish may help her feel more objective about her work.
2) Roberta could adjust Mary Jo’s job design, altering the content or process of her job in a way that would hopefully lead to increased job satisfaction and greater performance.
3) Roberta has the option of employing job enrichment, in an attempt to give Mary Jo more responsibility and more stimulating work, and, as appropriate, recognition and job advancement.
4) Lastly, Roberta could remind Mary Jo of the financial benefits that her job provides her, and how it helps support her baby daughter. This appeal to intrinsic motivation could lead Mary Jo to better performance. Positive feelings generated by better performance and remembering what she’s working for, could make Mary Jo a consistently more motivated employee.
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