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Org Behaviour

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1) Based on your understanding of the extract above do you agree with the statement that the employees (partners) at Fred Paul Partnership are empowered. Give reasons to support your answer. What measures would you take to strengthen the empowerment process at Fred Paul Partnership? What would make you feel most empowered in your place of work. How does McClelland’s Theory of Needs fit into motivation for the employees of FPP?

I agree that the employees at FPP feel empowered because all partners are entitled to three main benefits that are termed as “the sharing of gain, knowledge and power”. All partners are considered co-owners of the company, therefore giving them the sense of empowerment. Measures to strengthen the empowerment process could be additional collaboration and clear communication. Communication would make me feel the most empowered and would make me feel like I am in the “know”. Most organizations are able to hide certain things (including financials, etc.) and employees do not know current situations. McClelland’s Theory of Needs fits into motivation for the employees of FPP because employees feel they are able to achieve these things – 1) the need for achievement – because partners are co-owners they feel they need to succeed so they work harder towards this goal 2) need power – partners feel empowered and are always in the know 3) need for affiliation – everyone has the same goal and work together to achieve this.

2) Discuss any two workplace challenges that the managers at Fred Paul Partnership do not have to face that are faced by your employers. Do you think there is enough scope for progress and upward mobility at Fred Paul Partnership? Give reasons to support your answer. Do you think “valence” has any relevance for employees in a workplace like FPP? Which one of the extrinsic reward or intrinsic reward is more valued at FPP in...

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