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GAIA

Toni Miharja
Yong Chun Ping
Lee Zheng Jie
Koh Jia Xin
Ingrid Hartanto

Summary of the Case

1 Most companies focus


on layoff process
instead of the
psychological wellbeing of surviving
employees.

The lay-off
survivors mental
well-being is
affected negatively.

3 An act of personal
touch speaks
powerfully to alleviate
the employees wellbeing.
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1. Why is it crucial to motivate employees


who survive a layoff?
Increased Workload

Insecurity

Distrust

Fewer colleagues to work with

Self-impose stress and


insecurity

Severely impact the


relationship

Surviving employees are plagued with stress and insecurity


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Surviving employees cannot perform


to their fullest potential Lower efciency

Employers may lose good employees


to competitors even when economic
situation has improved

2. To what extent is Conatys


advice consistent with equity and
expectancy
theory?
Equity
Equity Theory
theory: strive for fairness and justice in social exchanges
Expectancy theory:

Expectancy Theory

2. To what extent is Conatys


advice consistent with equity and
Advice
expectancy
theory?

Personal touch in down times

Employees with strong sense of belonging are far more likely to stay with
the company
Consistency with Equity Theory

Communication enables employees to understand their decisions

Reinforces further that decisions made are fair and just


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2. To what extent is Conatys


advice consistent with equity and
Advice
expectancy
theory?
A genuine pat on the back when financial rewards are off the table.
Consistency with Expectancy Theory
Expectancy and Instrumentality are low due to increased anxiety and
decreased financial reward
Words of motivation Valence Self-esteem Self-efcacy
Expectancy
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Valence Theory
Expectancy

Effort

Instrumentality

Performance

Valence

Outcome

3. Do you believe that recognition


will motivate layoff survivors?
Explain.
Recognition is widely regarded as a key motivator in most cultures around the
Recognition
world.

Words
ofRecognition
recognition influence the employee perception of value that he brings to
Words of
the organisation, and likely the perceived value which the organisation places on
him.

Vrooms Expectancy Theory


Effort

Performance

Perceived probability that


More effort Better performance

Recognition by managers raise


emplyees self esteem

Outcomes

Perceived probability that


Performance positive outcomes

Layoff of employees dampen


employees beliefs that great
performance positive outcomes

4. Do you agree that managers


should find ways to have fun in the
work environment after a layoff?
What advantage can fun in the work environment bring:

Employees working in a fun workplace environment experience less


stress, feel more motivated to work, and provide better customer
service
(Karl and Peluchette (2006a))
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4. Do you agree that managers


should find ways to have fun in the
However encouraging fun after a layoff may have negative implications:
work environment after a layoff?

Inconsiderate

Suggestions

Misaligned Value

Long run
Create
an
environment

Unsolved Root Cause

After layoff
enjoyable

working

Give genuine encouragements and support


to existing employees

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5. Our biggest takeaway

Most companies focus


on layoff process
instead of the
psychological wellbeing of remaining
employees.

There is a need to
motivate the surviving
employees too.

There are individual


and cultural
differences.
A need for
customised
approach arises.
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THANK YOU
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