Abigail Reesor Vs. Stonecrest Manufacturing Case Study

In this case of Abigail Reesor vs. Stonecrest Manufacturing Ltd., Stonecrest is a company with a very high turnover rate and is incapable of appropriately motivating their employees. Abigail's motivation to work was destroyed throughout her one year she worked at Stonecrest. In the beginning before starting her job Abigail's motivation can be related to Expectancy Theory, she believed that if she worked hard enough that she would receive her desired outcome. In this case she took the job hoping that her hard work will ensure that she will get compensated equally and this also relates to instrumentality as she believed her performance will lead to the outcome of making more money. This was the first incident that affected her motivation to work,

the next incidents relates to Herzberg's Two-Factor Theory.
Herzberg's Two-Factor Theory has two factors first being hygiene factor it makes employees more satisfied with job and Abigail was not motivated to work because she had poor interpersonal relations, bad salary and mediocre supervisors at Stonecrest. Abigail was not invited to company’s annual staff party which made her feel like an outsider and her co-workers also despised her. Additionally, Abigail's salary has never been increased even though she got increased responsibility when Stonecrest hired Phil and Mary took a leave of absence. Furthermore, the management at Stonecrest isn’t supportive when Abigail's received a compliment from the sales staff and Phil wasn’t supportive and talked down to her. This also occurred with her interaction with the president John, John only spoke to his employee to provide negative feedback and this is a terrible quality in a supervisor. The second factor is satisfier factors, the long term issues with Abigail's motivation to work was she had no sense of recognition and no opportunities for advancement within Stonecrest. Phil her manager has a self serving bias, when Abigail did a great job negotiating with the supplier he took the credit but Phil put her out to dry during the invoicing incident, this means Abigail never got recognition for the great things she did for Stonecrest. Lastly, Abigail saw no opportunity for advancement within Stonecrest; they hired externally which increased their turnover rate because Phil wasn’t able to handle his responsibilities. Abigail was rather demoted for doing a great job because Phil was incapable of doing his and she was better fit for Phil's job though Stonecrest did not recognize that.