MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 2
Motivational Theory Intervention Assignment
Scenario
Employee motivation levels, employee skills, and the overall workplace atmosphere all
influence an organization's effectiveness (Latham, 2012, p. 31). Sky Bound Airlines and Ocean
High Airways, two prominent airline companies with distinctive corporate cultures, decided to
merge to become United Skies Airlines. SkyBound is known for its innovative spirit, customer-
friendly approach, and empowered employees. However, Ocean High employs a more traditional
approach, utilizing a hierarchical organizational structure that prioritizes workforce efficiency.
The airline merger aims to establish a global enterprise, posing significant challenges that could
adversely affect employee motivation. I have analyzed the overall integration process and
identified some difficulties that directly impact employee morale.
Although United Skies Airlines' base and yearly pay incentives are exceptional, there are
some underlying motivational issues that will impact on the work environment. Employees
perceive uncertainty and job security as having an impact on the climate. Positions, authority,
and organizational practices will change drastically. Discussions about potential department
phase-outs sparked uncertainty and anxiety among the employees. The employees' lack of clarity
about the airline's future has undermined their sense of job stability and disrupted their ability to
focus on their work. When it comes to workplace culture, both airlines have two distinctive
cultures that clash with one another. Employees from SkyBound, accustomed to a collaborative
and adaptable work environment, are finding it challenging to adapt to Ocean High's less
collaborative and conservative culture. On the other hand, it is likely that Ocean High employees
will find it difficult to embrace Sky Bound's creative and customer-oriented approach.
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 3
The ongoing conflict and animosity have damaged the organization's collaboration efforts
because of the divergence of attitudes and work methods. The staff at Sky Bound, previously
accustomed to an elevated level of independence and self-reliance, are now facing increased
organizational challenges and micromanaging. Conversely, Ocean High is struggling with issues
of increased openness and a more autonomous work environment. Lastly, mergers have led to a
limitation on pay increases, monetary incentives, and advancements, which has led employees to
feel disregarded and not valued. The organization's disregard for employee recognition has
dismissed the drive and dedication of its employees.
Evaluating the Scenario
When it comes to employees and job satisfaction, there are two categories of wants. The
first group prioritizes employee development and personal growth. The second group is the
foundation to the first group and is associated with equal treatment in award incentives,
leadership, work environment, and organizational practices (Latham, 2012, p. 39). The
organizational leaders and managers have a dilemma on their hands and must consider how to
engage the issues concerning United Skies Airlines. As I evaluate the airline merger, I would
apply Herzberg’s two-factor theory (Latham, 2012). The two-factory theory proposes two
influential factors, namely hygiene factors and motivators, that influence job satisfaction. Instead
of motivating factors, the hygiene factor focuses on employee dissatisfaction. Rewards can
motivate employees, leading to collaborative objective dependency. However, if there are
unlawful commitments, the impact may diminish due to the absence of security risks, resulting in
decreased contentment and drive to succeed (He et al., 2024).
Lack of hygiene factors can lead to an employee losing interest in their work
performance, potentially leading to layoffs and job deficiencies. The primary hygiene factors
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 4
United Skies Airlines must consider are the working conditions, company policies,
organizational practices, increased flying time, cultural differences, and leaders'
micromanagement of employees. Although the compensation from United Skies Airlines is
exceptional, the hold on pay increases and advancements is creating a lack of workplace
motivation. Motivators such as employment, promotions, and religiosity can have a strong
impact on employees; however, both motivator and hygiene factors play a vital role in
determining employee satisfaction throughout the organization (Thant, 2022). Motivational
factors for achievement aid in potential employee personal and professional growth through
advancement. Providing equality in terms of responsibilities and growth among employees,
whether they have experience or not, helps to alleviate favoritism and discrimination. Without
motivators and the presence of multiple hygiene factors, employees’ motivation will continue to
decrease at United Skies Airlines. Applying the correct hygiene and motivator incentives will
push employees to work towards a positive mindset and a healthy work environment.
An additional motivational theory that I propose is the equity theory, which aims to aid
United Skies Airlines and move them in a positive direction towards unity, fairness, and equality.
The equity theory is primarily based upon cash incentives or money (Latham, 2012, p. 45).
According to Swain et al. (2020), within a structural-functionalist theory, work roles normally
correlate with work status; this positions each employee as a point of reference for guiding
acceptable and unacceptable behaviors among one another. This in turn helps facilitate actions
and attitudes among employees in a work environment (Swain et al., 2020). In addition,
employees are naturally prone to comparing their input-output ratio with other employees. When
it comes to United Skies Airlines, the employers are highly focused on the pre-merger
conditions. Both SkyBound and Ocean High employees will compare their current work issues to
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 5
their pre-merger positions, observing a decrease in their work efforts compared to their reward
incentives. Another scenario is that employees will encounter comparisons between sections and
divisions that can create preconceived notions of inequality, particularly when certain
departments or divisions may profit more from the alliance than others. External analogies to
other airline employees can also influence perceptions of impartiality across the industry.
Resolving the Issue
Based on the two-factor theory, equity theory, and structural-functionalist theory, United
Skies Airlines' primary challenges are related to various hygiene factor deficiencies that impact
the work environment, organizational policies, management, and job security. One thing the
airlines should keep in mind is that when employees are intrinsically motivated, they will follow
processes and procedures. Employees are more committed to their duties than those who are
extrinsically motivated (Hua et. al., 2019). Understanding employability is a theory that
integrates employees' professional achievements, considerations, and personal values, thereby
increasing employee longevity and influencing their choice of occupational professions
(Remedios & Sewell, 2024).
At United Skies Airlines, employees encounter anticipated motivating factors like
professional growth, promotion, and pay incentives. When it comes to equity concerns, there are
apparent biases in reward incentives, duties, and advancement opportunities across all
departments and pre-merger teams. To resolve these problems and elevate employee motivation,
it is advisable for United Skies Airlines to adopt the following strategies by addressing hygiene
factors, motivators, equity concerns, and additional considerations. The leadership must fix and
improve the work environment, establish transparent and equitable policies, improve leadership
development, and strengthen job longevity. Higher-echelon leaders must provide clarity
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 6
regarding the airline's financial status and employment stability to reduce employee
apprehension and foster a constructive work atmosphere. Motivation serves as a fundamental
driving force that acts as a crucial catalyst for individual progress and personal growth (Coco et
al., 2023). United Skies Airlines should create development opportunities, establish a
professional development program with an equitable performance evaluation framework,
empower employees, and resolve equity issues. Establishing open channels of communication
without fear of retaliation fosters a sense of trust among employees. Employees are eager to
contribute to organizational changes, so it is essential to consider their input. Lastly, the airline
can implement several other theories, such as goal-setting theory or expectancy theory, to further
improve motivation and organizational strategies.
Summary
In summary, the merger of SkyBound Airlines and Ocean High Airways into United
Skies Airlines has put the organization in a complex situation that impacts and challenges
employee work motivation. The observed clash of work cultures, job security, and reward
inequities has significantly impacted the overall morale of workers and the organization's
efficiency. To tackle these issues, the head of United Skies Airlines must consider the hygiene
factors and motivational factors that impact the organization. By considering and aligning the
organizational policies with Herzberg’s two-factor theory and equity theory, the airline can build
a favorable and employee-driven work environment.
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 7
References
Coco, L. K., Heidler, P., Fischer, H. A., Albanese, V., Marzo, R. R., & Kozon, V. (2023). When
the going gets Challenging—Motivational theories as a driver for workplace health
promotion, employee’s well-being, and quality of life. Behavioral Sciences, 13(11),
898. https://doi.org/10.3390/bs13110898
He, Q., Fu, J., Wu, W., & Feng, S. (2024). “Thriving at work” or not? research on the effects of
performance pressure based on achievement motivation theory and two-factor
theory. Journal of Managerial Psychology, 39(2), 146-161.
https://doi.org/10.1108/JMP-04-2023-0218
Hua, Y., Cheng, X., Hou, T., & Luo, R. (2020). Monetary rewards, intrinsic motivators, and
work engagement in the IT‐Enabled sharing economy: A Mixed‐Methods investigation of
internet taxi drivers. Decision Sciences, 51(3), 755-785
https://doi.org/10.1111/deci.12372
Latham, G. P. (2012). Work motivation: History, theory, research, and practice (Second ed.).
SAGE Publications, Inc.
Remedios, R., & Sewell, P. (2024). Employability and motivation: Which motivational theories
are most appropriate? Higher Education, Skills and Work-Based
Learning, https://doi.org/10.1108/HESWBL-03-2024-0067
Swain, J., Kumlien, K., & Bond, A. (2020). An experiential exercise for teaching theories of
work motivation: Using a game to teach equity and expectancy theories. Organization
Management Journal, 17(3), 119-132. https://doi.org/10.1108/OMJ-06-2019-0742
MOTIVATIONAL THEORY INTERVENTION ASSIGNMENT 8
Thant, Z. (2022). Assessing the determinants of Myanmar government employees' job
satisfaction through Herzberg's two-factor theory. Chinese Public Administration Review,
14(1), 27–38. https://doi.org/10.1177/15396754221137193
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