Hickling Associates Ltd. Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Analysis

Pisces Exporters Ltd. used employee engagement and motivational techniques to develop a positive vibe in employees that developed their behavior, which resulted in employee satisfaction. Pisces Exporters Ltd. was monetary reward oriented, at least in that particular division in which Tony worked. They compensated the employees generously and the bonus at the end of the year was a healthy routine. Tony had authority such as taking trips to other places to prospect clients and materializing the deals, this was a very vital part of his job. He used to keep in touch with the industry and the contacts through industry functions that were notified by industry mail. He was entitled to look after seafood exports in Europe, which provided him an opportunity to exercise his authority and nurture his skills. His performance, feedback and acknowledgement needs were also fulfilled when he was awarded with the year-end bonus based on his performance. In Pisces Exporters Ltd., workplace moral standards were high. The workplace ethics were strictly followed and they had a particular set of clear guidelines and policies.

On the other hand, Hickling Associates Ltd. followed autocratic model where power was in the hands of the manager or the head of the firm. Employees did not work with respect nor had a sense of belonging with the company. Rather they feared to communicate with him because of his rude nature.

Monetary compensation was fairly low compared to his previous employer. Tony had scored handsome bonuses at the end of the year in Pisces Exporters Ltd. rather than getting paid $10,000 the first year and $5,000 the second year at Hickling Associates Ltd. He was unable to meet his existing clients as well as future potential clients because of companies’ absurd policies. Moreover, he could not attend the industry functions because the emails were not received by him and he did not know about the event until it was over. Further, he was not permitted to sign official papers by his name; instead the company name was to be used for this purpose. He could not even take important business trips and attend corporate events to further strengthen the relationship with clients and materialize the sale deal. Alcohol consumption and affairs among staff were few examples of low moral standards. In the light of the performance pyramid, Hickling Associates Ltd. did not focus on the major motivational pillars for employees (Skemp, 2007). There was no proper reward for employees, not even for the deserving sales force who have developed the business in a remarkable manner in the recent years.

There was no workplace dress code and Tony would find himself to be the only one following the formal protocol. Lack of trust, no devised strategy to take care of employees, lack of feedback and acknowledgement from the boss were the few examples that gave a portrait that employees just wanted to survive their tenure (Spector, 2001). Tony’s workplace gave him goose bumps, as his desk was merely feet away from Hickling Associates Ltd.’s manager and he could have a glance over his shoulder.

In the light of the employee motivation and job motivation theory, it can be seen through the above chart that how different factors in an organizational strategy can impact an employee’s motivation that results in the consequent performance (Seitel, 2006)................................

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