Bloom can re-motivate MacMillan by talking with him. This will enable MacMillan to confide in him and tell him if he is experiencing any conflict or problems in the workplace so that they can find ways to mitigate them. Bloom could also re-motivate him by offering him incentives that will engage and retain him in the workplace ( Hammer & Palmgren, 2019 ). Bloom can also decide to be sincere and honest to MacMillan; sit him down and tell him that he is counting on him as his partner to help run the business ( Appelbaum et al., 2007). This can challenge his intentions and motivate him to be even more productive. He could persuade MacMillan to increase his productivity in the
In most cases, it is difficult to do away with family role conflict as it can only be minimized. Managers can deal with family role conflict in the organization by giving employees adequate consideration to ensure they have a work-life balance ( Dhas, 2015 ). Managers can institute family-friendly policies in the workplace to ensure they mitigate the family role conflict. Managers could also interact with their employees to find out those who are experiencing such conflicts. They can offer them a listening ear and work with them to find a solution for their current state ( Appelbaum et al., 2007).
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To make MacMillan more efficient, Bloom could also give him feedback on his decreased productivity. Bloom should then incentivize him by offering him benefits that are specific to his needs ( Hammer & Palmgren, 2019 ). Since MacMillan has become a first-time father, the manager can motivate him by allowing his parental leave. By offering him this paid leave, MacMillan will be able to spend more time with his young family, thus motivating him to work harder when he returns from his leave. The manager can also offer him an opportunity to work from home a few days a week ( Porter et a l., 2016 ). Through telecommuting, the employee will get to mitigate the family role conflict that he experiences and become more productive. Moreover, Bloom could also offer him training for the management position ( Porter et a l., 2016 ). MacMillan will get the sense that the manager values him and will be motivated to be more efficient in the workplace.
For a salesman, the number of hours a person works should not be used as an indicator of their performance but rather their sales. For instance, most business people and managers spend most of their time establishing contacts with potential clients. Still, their work becomes less routine as they only need to spend less time sustaining relationships with their clients. MacMillan spends less time in the workplace, which is currently affecting his sales. Moreover, he is not concerned because he still gets a fat paycheck; thus is not motivated to work longer hours. However, MacMillan should not be considered to be a slacker. He is a first-time father, and this might have contributed to his decreased productivity. However, he might be considered to be dead weight because his sales will not meet his quota as working less time for him means fewer sales. Although his actions affect the sales of the firm, he should not be reprimanded. The management should look into the reason why his productivity has decreased and brainstorm with him on ways to mitigate whatever is affecting him to ensure he does more for the company.
Bloom is worried about MacMillan’s lack of interest in management. Bloom’s worry stems from the fact that his employee has become demotivated. He has lost his hard-charging fiery employee. Macmillan seems to only be interested in making money. Bloom had initially thought that MacMillan would be good management material. His initial drive would have been a welcomed addition to the management team. Bloom’s worries are important because he realizes that MacMillan is losing his drive. He might be experiencing a problem that is affecting him. This has already affected his productivity and could limit his chances of career development and job fulfillment.
References
Appelbaum, S. H., Iaconi, G. D., & Matousek, A. (2007). Positive and negative deviant workplace behaviors: causes, impacts, and solutions. Corporate Governance: The international journal of business in society. https://www.researchgate.net/publication/235298189_Positive_and_negative_deviant_workplace_behaviors_Causes_impacts_and_solutions
Dhas, B. (2015). A report on the importance of work-life balance. International Journal of Applied Engineering Research, 10(9), 21659-21665. https://www.researchgate.net/publication/282685585_A_report_on_the_importance_of_work-life_balance
Porter, T. H., Riesenmy, K. D., & Fields, D. (2016). Work environment and employee motivation to lead. American Journal of Business. https://sci-hub.tw/https://doi.org/10.1108/AJB-05-2015-0017
Hammer, P., & Palmgren, R. (2019). How parental leave policies influence employee engagement. https://www.diva-portal.org/smash/get/diva2:1331586/FULLTEXT01.pdf
