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Frustrated at An Age of 30: - Suvanjan - Debajyoti - Prerna - Manish - Varun - Mousumi

Bob is a 30-year-old man who is frustrated with his career and financial situation. He used to make $80,000 per year but now makes $44,000 with more debt and less job security. Applying Maslow's hierarchy and equity theory helps explain his dissatisfaction, as his basic needs and perceptions of fair treatment are no longer being met. His employer could help motivate him by learning about his personal goals, observing his skills more closely, and implementing rewards and recognition to fulfill his expectations of performance leading to outcomes.

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99 views23 pages

Frustrated at An Age of 30: - Suvanjan - Debajyoti - Prerna - Manish - Varun - Mousumi

Bob is a 30-year-old man who is frustrated with his career and financial situation. He used to make $80,000 per year but now makes $44,000 with more debt and less job security. Applying Maslow's hierarchy and equity theory helps explain his dissatisfaction, as his basic needs and perceptions of fair treatment are no longer being met. His employer could help motivate him by learning about his personal goals, observing his skills more closely, and implementing rewards and recognition to fulfill his expectations of performance leading to outcomes.

Uploaded by

debojyoti88
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Frustrated at an age of 30

Presented By:
• Suvanjan
• Debajyoti
• Prerna
• Manish
• Varun
• Mousumi
“The torment of human frustration, whatever its
immediate cause, is the knowledge that the self is
in prison, its vital force and “mangled mind”
leaking away in lonely, wasteful self-conflict”
- ELIZABETH DREW
“I have goals to set for myself and want to reach them more like anything but when it comes down to it, I just don’t feel like
taking the steps in order to get there.. Sometimes I'll force my self to do things, but why should I have to force it? I should want
to and that what pisses me off myself. It’s a almost like I am two different people because I get mad at my own self.”
Brief Idea…
• Started as analyst for Accenture
• Healthcare IT-consultant for two firms
• Chief Technology Officer at Claimshop.com
• $80,000plus/year ,sports car
• Present $44,000/year as a tech-analyst at a
hospital
• In debt owes $23,000 edu-loan,$4,500 on
credit card due.
Bob’s Views
• Rules have changed for generation Xers
• Had to go to college for job but most graduated with
high debts.
• When graduated made more money than father ,
$5,000 hiring bonus
• But father had job security & will retire with pension.
• Will have to pay debts ,girlfriend asking for marriage
and to buy a new house ,BMW loan pending.
• Job insecurity,will not last for six months
Continued….
• He feel’s like his generation got a bad deal
• His generation were job switchers to get pay
raise.
• He is lucky to have a job in such a competitive
market where he is getting probably half what he
used to make few years back ,combined with
pressures by business to keep costs down
• It’s pretty weird to be only at 30 and all his best
years gone behind
Analysis of Bob using Maslow Need
Hierarchy
Continued…
• At the starting bob was earning well ,CTO of
claimshop.com, girlfriend ,sports-car, social -status,
bonus, promotions etc.
• But now salary is half, no job security, loans & debts
to repay, more work pressure ,girlfriend’s pressure
to settle down, buy house and get married
• According to Maslow if any of the stages at any
moment remains unfulfilled ,it led's to
dissatisfaction and thereby frustration.
Analysis of Bob’s motivation using Equity
theory
• An individual will consider that he is treated
fairly if he perceives the ratio of his inputs to
his outcomes to be equivalent to those around
him.
• The equation:
Continued…
•Time
Inputs are defined as each •Effort
•Loyalty
participants contributions to •Hard Work
•Commitment
the relational exchange •Ability
him/her to rewards or cost. •Adaptability
•Flexibility
•Tolerance
•Determination
•Enthusiasm
•Personal sacrifice
•Trust in superiors
•Support from co-workers and colleagues
•Skill
Continued…
Outputs are defined as
•Job security
the positive and negative •Esteem
•Salary
consequences that an •Employee benefit
•Expenses
individual perceives a •Recognition
•Reputation
participant has incurred •Responsibility
•Sense of achievement
as a consequence of •Praise
his/her relationship •Thanks
•Stimuli
with another.
Continued…
• Here bob was doing much more job than he
used to ,work pressure was more with job
insecurity.
• So , practically he was giving more but getting
less output i.e. low salary which decreased
from $80,000 to $44,000 and scope of
promotion has also decreased.
Analysis of Bob’s motivation using Expectancy
theory
Expectancy theory predicts that
employees in an organization will
be motivated when they believe
that:
• putting in more effort will yield
better job performance
• better job performance will lead to
organizational rewards, such as an
increase in salary or benefits
• these predicted organizational
rewards are valued by the
employee in question.
Continued…
• Bob may escert some amount of effort with
the probability that will lead to performance.
• Bob would believe that performing at certain
level would lead to a desired outcome.
• This reward will lead to a personal goal
relationship.
How to influence Bob’s motivation
positively
• To get to know him personally in order to find
out any goals he has in the company.
• To know a little about his personal life.
• To observe his potential and skills more closely.
• Implementation of the expectancy theory
Continued…
• Participation in the company meetings.
• Provide Bob with customers feedback.
• Implementation of procedure justice.
• Announcing creative rewards for performance
like creative contest give out tickets.
Comparisons Between The Two
Generations
Basis of Comparisons XERS Nexters

Entered the workforce 1985-2000 2000 to present


Approximate Current Late 20s to early 40s Under 30
Age
Dominant Work Values Work/life balance, Confident, financial
team oriented; loyalty success, self-reliant but
to relationships team oriented; loyalty
to both self and
relationships.
Implications for the employers hiring Xers
• Companies are going to cut costs so Xers will have low salaries
and pay rise because of it the performance will decrease.
• Xers would be demotivated towards their work as their
mentality won’t match with the Nexters.
• Xers would feel that an injustice has been done with them in
terms of performance appraisal , job
security,workload,promotions and benefits.
So ultimately, they will become frustrated and they would fail to
match with their personal goals with organizational objectives
leading to lower organizational performance.
Conclusion
• Bob Wood belong to the generation Xers.
• He is very much annoyed to the rules that
have changed.
• By applying Maslow’s hierarchy theory we
found that he was earning well but later we
found that his salary became half and more
pressure came sideways to which led him to
dissatisfaction and thereby frustration.
Continued….
• By applying Equity theory, we found that he
was giving more input to the organization but
getting less output.
• By application of goal setting, using
expectancy theory and self-prophesy, Bob can
lift himself up and be optimistic once again
and begin to attract and create lifestyle he
once had or better.
Continued…
• Finally, to influence Bob’s motivation
positively, the manager of the organization
had to deal with him personally to know his
potential and skills, announcing creative
rewards for performance in the organization
make him to participate in the annual general
meetings.
Thank you
QUESTIONS
Questions
IF if
any
ANY

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