Explain why Susan is behaving the way she has been over the past three months.

Critical Thinking: Case Study – Develop a Motivation Plan First, read “Case Study 6-6 “Develop a Motivation Plan” on page 121 in Organizational Behavior in Health Care. Within the principles of the content theories of Maslow, Herzberg, and Alderfer: Explain why Susan is behaving the way she has been over the past three months. Offer three specific recommendations to address the problem of Susan’s job performance. Your well-written paper should meet the following requirements: five pages in length, not including the cover sheet and reference page. Formatted according to APA 7th edition. Provide support for your statements with in-text citations from a minimum of four scholarly articles. Two of these sources may be from the class readings, textbook, or lectures, but the other two must be external.

ANSWER

Analyzing Susan’s Behavior through Content Theories of Motivation

**Introduction**

Susan’s behavior over the past three months can be understood and addressed through the lens of content theories of motivation, particularly those proposed by Abraham Maslow, Frederick Herzberg, and Clayton Alderfer. These theories provide valuable insights into why individuals like Susan may experience a decline in job performance and offer recommendations to address such issues.

**Maslow’s Hierarchy of Needs Theory**

Maslow’s hierarchy of needs theory posits that individuals are motivated by a hierarchical set of needs, and they must satisfy lower-level needs before progressing to higher-level ones. Susan’s behavior can be understood through this theory as follows:

1. **Physiological Needs:** These are the basic needs for survival, such as food, water, and shelter. If Susan is experiencing personal challenges related to these needs, such as financial difficulties or health issues, it could impact her job performance. Recommendation: Provide support or resources to address her immediate physiological needs.

2. **Safety Needs:** Safety needs include job security, health, and personal safety. If Susan feels uncertain about her job security or experiences workplace safety concerns, it could lead to decreased motivation and performance. Recommendation: Clarify job expectations, provide a safe work environment, and ensure job security.

3. **Social Needs:** Social needs involve a sense of belonging and interpersonal relationships. If Susan is facing conflicts or isolation at work, it may affect her motivation. Recommendation: Encourage team-building activities and foster a supportive work environment.

**Herzberg’s Two-Factor Theory**

Herzberg’s two-factor theory distinguishes between hygiene factors (factors that can cause dissatisfaction) and motivators (factors that can lead to satisfaction). Susan’s behavior can be analyzed in this context:

1. **Hygiene Factors:** If Susan is dissatisfied with hygiene factors like her salary, working conditions, or company policies, it may lead to dissatisfaction and decreased job performance. Recommendation: Evaluate and improve these factors to prevent dissatisfaction.

2. **Motivators:** Motivators, such as recognition, achievement, and growth opportunities, can enhance job satisfaction and motivation. If Susan lacks recognition or opportunities for growth, it may affect her performance. Recommendation: Implement a recognition system and provide opportunities for skill development and advancement.

**Alderfer’s ERG Theory**

Alderfer’s ERG theory condenses Maslow’s hierarchy into three categories: existence, relatedness, and growth. Susan’s behavior can be assessed in light of this theory:

1. **Existence Needs:** These encompass physiological and safety needs. If Susan is struggling with these basic needs, her motivation to excel at work may diminish. Recommendation: Address any existence-related issues as discussed earlier.

2. **Relatedness Needs:** Relatedness needs involve social interactions and relationships. If Susan is facing interpersonal conflicts or feels disconnected from her colleagues, it may impact her motivation. Recommendation: Promote a positive work culture that fosters healthy relationships and collaboration.

3. **Growth Needs:** Growth needs encompass opportunities for personal and professional development. If Susan lacks opportunities for skill enhancement and career advancement, her motivation may wane. Recommendation: Provide training, mentorship, and career growth paths to satisfy her growth needs.

**Conclusion**

In conclusion, Susan’s behavior can be analyzed and addressed through the content theories of motivation. By considering the specific needs and factors that may be affecting her motivation, organizations can develop targeted strategies to improve her job performance. These recommendations align with the principles of Maslow, Herzberg, and Alderfer, helping organizations create a motivating and satisfying work environment.