Thanks for Nothing

Thanks for Nothing

This case study is a topic that is definitely something I can relate to. At most large corporations praise is hard to come by for the non management personnel. This can make you the employee feel unappreciated. I often feel like this my job. This paper will review the case titled "Thanks for Nothing".

1. If praising employees for doing a good job seems to be a fairly easy and obvious motivational tool, why do you think companies and managers don't do it often?

Companies and managers tend to only care about the bottom line. If the bottom line is consistently achieved then they will be up for a promotion. But the hourly employee is the one who gets left behind. This is my motivation for earning my degree, because I have seen firsthand how the other side lives and that is what I want for my family. Some mangers feel that happy employees are the ones that feel appreciated for the work they have done and take a sense of pride and ownership in their work. Unhappy employees are not motivated to succeed and will not provide the organization with their best work. I do not agree; most unmotivated employees where once motivated but without proper recognition they feel like the company does not care.

2. As a manager, what steps would you take to motivate your employees after observing them perform well?

As a manager the steps that I would take to motivate my employees would be to acknowledge them. Employees sometimes just want to be recognized a simple "hello how are you?" or " Good job on that assignment" going out of your way to recognize them goes a long way to improving morale in the work place. In the military it was time off everyone wants to go home and go home early so every day I wanted to work hard as I could so that I could go home early.

3. Are there any downsides to giving employees too much verbal praise? What might these downsides be and how could you alleviate them as a manager?

.The downsides to giving employees too much verbal praise could be resentment with other employees. Some other employees might think that you two are fraternizing with each other and that creates discontent with the other employees. Once again I have been through this before. When I was stationed at Naval Hospital most of our immediate chain of command were Filipino. Our clinic was predominantly made up of African American, Caucasians, and few Filipinos and Mexicans. It was made very apparent that the Filipinos were on playing field than everyone else. They were given all of the awards, granted time off, and better performance evaluations. This created a lot of hate and discontent with everyone else. My time there could not come to an end soon enough. But I know how it feels to not be the person getting all of the positive attention.

4. As a