The first situation present s Bill’s case which narrates his initial hard work and this could be seen through his questions and initiatives, as well as his pride and his willingness to volunteer in most activities. All these were later replaced by disinterest in the company’s activities. It is quite evident that he is burnt out in the activities of the organization. In the isolation of the performance, it seems more likely that Bill as an employee of the organization was either not awarded for his efforts or he was simply bored. All these fall under lack of motivation by the employees to improve their performance. In the first instance of lack of rewards, the employee might have felt that his work was hardly recognized by the company. This could, therefore, be solved by the manager’s initiative of making him feel recognized by the company. In case of boredom as his reason for disinterest in the organization’s activities, the employer would then be expected to find a way of ensuring Bill’s talents were fully utilized. (Circle No Carrots and Burnout for this situation).
The second situation presents Kim’s case that appeared quite capable and bright from his gregarious personality and positive outlook. She seems to be unsure of whatever activity she is engaged in within the company. She has to constantly refer to the works of her colleagues and quite late in her submissions. Basically, their case shows lack of ability in the employee to carry out her duties. More specifically, her situation presented lack of skills in the activities she got engaged. This is mostly attributed to immature promotions in the organization as well assigning higher duties to the employees. This can, however, be solved through proper mentoring or offering extra training to the employees. (Circle Lack of Ability- Lack of skills).
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The third situation presented Fredrick as an employee that diligently carried out his duties and this has been receiving a lot of rewards and appreciation from the administration of the company. However, this is constantly changing in the sense that he makes a lot of poor decisions and mistakes in his duties. Generally, this falls under lack of motivation. It is must be noted that it specifically falls under lack of punishment for mistakes and errors made in the line of the duty. It was from these punishments that he would have realized that he cannot continue making mistakes and no action is taken. This could have started with a simple reminder of the instructions to be followed and outlining the consequences of failure to commit such mistakes. (Circle lack of motivation- lack of punishment).
