Sandra Wong graduated in Business Administration from McMaster University and began her job hunt. Her father suggested that she contact Witton Steel a company that he had done business with. He heard that they paid their employees well and treated them with respect. Sandra thought this would be a good place to work so she contacted the company and subsequently received an interview. During the interview Sandra was introduced to Mr. Baker whom she immediately liked because she thought he was very friendly and welcoming. Witton Steel interviewed 6 candidates and chose Sandra mainly because she was the only applicant who had gone to McMaster University. Two of the three interviewers were graduates from McMaster. Sandra was offered a good salary and benefits package and accepted the job.

Sandra was an enthusiastic, outgoing employee when she began working in the accounting department at Witton Steel. She arrived early for work each day ready to tackle any job assigned to her. Sandra worked hard and was always trying to find more efficient ways to do her job. She quickly discovered some problems with the flow of paper work and made several suggestions to her Manager Mr. Baker.

Mr. Baker implemented a few of her suggestions, but he didn’t seem to have enough time to either thank her or explain why some suggestions could not be implemented.

At the end of the first year, Sandra received a 4 percent merit pay increase based on the performance appraisal completed by Mr. Baker. Two of the other three employees in the accounting department received the same increase as Sandra. Sandra was frustrated by the fact that she didn’t know how to improve her chances of a higher increase the next year. She was also upset by the fact that another new employee, Jack Black, received the highest pay increase, 7 %, even though he never seemed to make deadlines and other employees had to correct his mistakes. Often Jack and Mr. Baker left work early to go play golf.

During her second year of employment Sandra was not very enthusiastic about her job. She was starting to seriously think about finding another job. She stopped making suggestions for improvements and concentrated more on making friends with her co-workers. Sandra had never been one to take sick days unless she was very sick. During her second year she called in sick a couple of days so that she could go visit friends out of town. She still received her pay because the company had a sick leave plan which provided her with 20 paid sick days per year.

Based on the case, answer the following questions:

1.Analyze Sandra’s situation using Herzberg’s Two factor theory of Motivation. Identify the Hygiene and the Motivators that are mentioned in the case and explain if they are met or not met for Sandra. Using the theory explain her motivation level at the end of the case.

2.Use the Equity Theory of motivation to explain why Sandra is looking for another job.

3.Explain Sandra’s change in behaviour using the Expectancy Theory of Motivation.

4.You are an O.B. consultant. What recommendations would you give to Mr. Baker? (Provide three specific recommendations).