Fireart, Inc. - 3755 Words

Case Two: FireArt, Inc. Diagnosis of team ineffectiveness and corrective action plans FireArt, Inc. has encountered a dilemma where their competitors are now able to profitably make short runs in the production of glass. Because of this competition, Jack Derry, the CEO of FireArt, Inc. has asked Eric Holt to put together a teamÂ…one person from each division, and have a comprehensive plan for the company s strategic realignment up, running, and winning within six months. Eric, being the newly appointed Director of Strategy, knew his overall goal and creates a formal group in order to fulfill the overall organizational mission of turning the company around. However even though a formal group is created, there is a lack of specific†¦show more content†¦For any effective work to occur there must be a certain amount of consensus on basic values. Eric is faced with the problems of whether or not the group will work effectively on the task and if the group will be psychologically satisfying. As n oted in the case study, Eric compiles a list of the senior managers and sets a date for the first meeting. After creating the team members list without input, he proceeds to independently create an agenda for his upcoming meeting. This leaves the team without any input or satisfaction in the creation or initiation of the group process. Eric also faces complex group needs as the group is composed of representatives of various departments. By creating this cross-functional group, Eric was faced with Maureen Turner who was known to complain that FireArt did not appreciate its six artists. Ray LaPierre, the Director of Manufacturing, feels insecure with himself, as he does not speak management due to his apparent lack of education. The only solution for these issues is to provide the group enough common experiences to permit a communication system and a climate of trust to emerge. This experience can be obtained by holding long meetings away from work, by encouraging members to ge t to know each other in more informal settings, or by sending them through some common training experiences. If Eric incorporated these ideas, he would encourage members to get to know each other in more informalShow MoreRelatedEssay on FireArt, Inc.3682 Words   |  15 PagesFireArt, Inc. Diagnosis of team ineffectiveness and corrective action plans   Ã‚  Ã‚  Ã‚  Ã‚   FireArt, Inc. has encountered a dilemma where their competitors are now able to profitably make short runs in the production of glass. Because of this competition, Jack Derry, the CEO of FireArt, Inc. has asked Eric Holt to put together a team†¦one person from each division, and have a comprehensive plan for the company’s strategic realignment up, running, and winning within six months. Eric, being the newlyRead MoreThe Team That Wasnt3588 Words   |  15 PagesWasn’t†, review of information received during the EMBA Retreat at Mercer University, and the compilation of topic specific research articles retrieved from a variety of academic databases. The Team That Wasn’t - Case Analysis Problem Statement: FireArt, Inc. is not prepared to use the â€Å"team† concept in its managerial structure; as a result, middle management cannot make the adjustments necessary to meet their assigned objectives. Assumptions: †¢ The relationship between Randy and CEO is unbreakableRead MoreMba 653 the Team That Wasnt Case Study2170 Words   |  9 PagesSection 1: Introduction Moving from New York City to the Midwest, Eric Holt has recently taken a new job as the director of strategy at a regional glass manufacturer named FireArt Inc. The CEO of the company, Jack Derry, has tasked Eric with developing a comprehensive plan for the company’s strategic realignment which needs to be implemented and working within the next six months. Eric has put together a team of the top six managers, one from each division, to accomplish this task. Unfortunately

Mental Health And Dementia Health And Social Care Essay Free Essays

Health is a province of complete physical, mental and societal wellbeing and non simply the absence of disease or frailty ( WHO, 1948 ) .Mental wellness therefore is an built-in constituent of entire wellness. India is a huge state with heterogenous socio-cultural conditions predominating in different part which have an of import bearing on the mental wellness job. We will write a custom essay sample on Mental Health And Dementia Health And Social Care Essay or any similar topic only for you Order Now Dementia is a syndrome attributed to disease of the encephalon, normally of a chronic or progressive nature, in which there is perturbation of multiple encephalon maps. These damages may include computation, larning capacity, linguistic communication and judgement. It normally considered present merely when there is attendant impact on societal or occupational map. Consciousness is normally unchanged. There may besides be impairment in emotional control, societal behavior or motive. In other words, it is non merely memory loss but a complex status that affects more than one cognitive facet ( Woodford, Henry.2010 ) The word dementedness comes from the Latin word â€Å" demens † intending ‘without a head ‘ . Dementia refers to a group of upsets characterized by neglecting memory and loss of other rational maps ensuing from multiple causes. One of the of import causes of dementedness is Alzheimer ‘s disease. This disease or doddering dementedness is a chronic, progressive and deteriorate encephalon upset accompanied by profound effects on memory, knowledge and ability for ego attention. It normally occurs in the late 60 ‘s. The oncoming of mental symptoms is so insidious, that neither the household member nor the patients can day of the month its beginning. Daily activities are forgotten, assignments non maintain and societal behaviours become changed. Stable matrimonies may be disrupted by sexual injudiciousness. Dementia is a neuro-degenerative unwellness which chiefly affects the aged. Cases besides have been reported in their in-between age. Having said that it can impact younger people excessively. Many a manner, fondness of dementedness to a individual is truly a menace to his or her household, physically, psychologically, economically and socially. Adjusting to the world of Alzheimer ‘s disease ( AD ) in a loved one is a complex and hard procedure. Adjusting to AD is seting to decease because AD is a fatal disease and one that frequently involves a lingering decease, the phases of heartache that household members go through. Looking after the AD patient is a unit of ammunition the clock attempt and largely the nearest household member who plays the function of this attention giving. The attention givers are go throughing through a series of conflicting and dying phases, when the AD advancement. The attention givers are physically disturbed, emotionally down, socially stray and financially broken. Bing a attention giver for an AD patient is one of the most nerve-racking state of affairss one can of all time conceive of. It is so a calamity to see a individual you may hold loved and respected disintegrate before your really eyes. This research purpose to analyze the jobs faced by the Carers of the Alzheimer Patients of Mar Basalio Medical Mission Hospital, Kothamangalam, India. 1.2. THEORETICAL BACKGROUND 1.2.1. What is Alzheimer ‘s disease? Alzheimer ‘s disease is a degenerative disease of the encephalon from which there is no recovery. Slowly and inexorably, the disease attacks nerve cells in all parts of the cerebral mantle of the encephalon, every bit good as some environing constructions, thereby impairing a individual ‘s abilities to regulate emotions, recognize mistakes and forms, coordinate motion, and retrieve. At the last, an stricken individual loses all memory and mental operation. 1.2.2. The symptoms of Alzheimer ‘s disease. Mild damage in thought is now believed to be a important mark of early-stage Alzheimer ‘s in older people. The early symptoms of Alzheimer ‘s disease may be overlooked because they resemble marks of natural aging. These symptoms include: Forgetfulness. Loss of concentration. Unexplained weight loss. Motor jobs, including mild troubles in walking. In healthy persons, similar symptoms can ensue from a figure of common aging jobs: Fatigue. Grief or depression. Illness. Vision or hearing loss. The usage of intoxicant or certain medicines. Simply the load of excessively many inside informations to retrieve at one time. 1.2.3. Problems faced by the attention givers The jobs of the attention givers are diverse. Some of the closest relations of the sick persons might to through a grief process- a daze province where they may be in a province of emotional numbness, subsequently a face of denial, where they do non accept the job and so a period of B bargaining ( why me ) where they may seek to intellectualize the agony until adjustment sets in. Those who may non make the phase of accommodation may stay angry and disoriented which could take to mistreating the AD patient physically or mentally. Care givers ill tolerate physical aggression, verbal maltreatment, rolling, fecal smearing, inappropriate micturition, sleep perturbation and restlessness by twenty-four hours. Johns G A ; Miesen B ( 1992 ) found out that household members experience many negative feelings as they care for a individual holding dementing unwellness. Some feel sad, demoralized and entirely, while some feel angry guilty or hopeless and experience tired. Normally female relation of the ill individual assumes the lead function in attention giving. The primary attention giver is one most affected by the load of attention giving. The emotional reactions experienced by primary attention giver and other household members may be considered in item. Anger is apprehensible for the primary attention giver to experience defeated and angry, angry that this has happened to her, angry that she has to be care giver, angry with others who do n’t look to be assisting, angry with the impaired individual for his irritating behaviour, angry that she is trapped in the state of affairs. It is merely humane to be angry when faced with the loads and losingss caused by a demanding unwellness. Expressing the choler to the ill individual frequently makes his behaviour worse. It is helpful to happen out other mercantile establishments for the defeats of the primary attention giver. Embarrassment is another job. Often the behavior of a individual holding AD is inappropriate and awkward. So household members feel abashed. It is common for household members to experience hopeless, demoralized in the face of AD. Depressed people may besides experience dying nervous or cranky. A chronic AD takes its toll on emotions of the attention givers and provides a existent ground for experiencing low. Peoples who care for a individual with AD are frequently tired merely because they are non acquiring plenty remainder. So the primary attention giver may see weariness and is more prone for serious unwellness. As mentioned before, the primary attention giver is the individual is the most to a great extent affected by the procedure of attention giving. As the primary attention giver is frequently a female she may besides hold to take the duty of looking after your kids and her hubby. In many households with an AD patient, the predicament of the primary attention giver is so hapless. Howard Gruetzner ( 1998 ) pointed out some ways for cut downing health professionals emphasis. Care givers need to assist themselves. Alzheimer ‘s household support group is to assist household members cope successfully with the unwellness. Counseling besides can be sought. Care givers may forestall some emphasis by using their forces and societal support resources. 1.2.4. Community resources for AD attention 1.2.4.1.Alzheimer ‘s household support groups: These groups provide attention givers with support in hooking with the unwellness and in covering with jobs experienced in attention giving. Self-support groups besides can be a beginning of information about the disease and community resource. Participants experience similar jobs and help each other in doing determinations about attention. The emotional accommodation of the household to the unwellness is promoted by such groups. 1.2.4.2.Respite Care This type of service provides household members with occasional alleviation from the force per unit areas of uninterrupted attention giving. Such alleviation can forestall premature institutionalization of the patient as a consequence of the attention givers physical and emotional emphasis. Formal reprieve plans offer services runing from several hours to several hebdomads alleviation. 1.2.4.3.Adult Day Care: Some twenty-four hours plans are designed specifically for individuals with Alzheimer ‘s. Day care provides exercising, activities, diversion, support of day-to-day life accomplishment reding, and monitoring of the participants general wellness. Such plans can assist individual with Alzheimer ‘s maintain some abilities that would otherwise deteriorate more rapidly. 1.2.4.4. Home Health Care: Some twenty-four hours plans normally can supply nursing and forces attention services to patients in their places. 1.2.4.5.Community Mental Health Center: Some community mental wellness centres have specialized geriatric plans that can be really helpful in the direction of the Alzheimer ‘s patient and supportive of the household attention giver. These plans can supply a broad scope of services including comprehensive appraisal, psychiatric ratings, single group and household guidance. 1.3. Statement OF THE PROBLEM Ad occurs in about all states of the universe. But in developing and developing states like India, the pull offing scheme of AD is relatively less than developed states. Every patient needs much more attention and love from his nearest relations, particularly the attention giver. The procedure of working with an AD is one that requires more forbearance and sensitiveness. Unfortunately, most of the attention givers are in province of anxiousness and depression, ever kicking about their psycho bodily perturbations, insomnia etc. and ; non get bying with the world and their by increasing their trouble. Though many major research surveies have been done in respect with the etiology, symptoms and behavioural alterations of the AD patients, the jobs of the carers, particularly in India, have been neglected. Through this survey, the research worker aims to analyze the assorted jobs faced by the attention givers of AD patients of Mar Basalio Medical Mission Hospital. The research worker besides tries to understand the relationship between extend of damage of AD patient and direction troubles faced by the attention givers. In add-on to this, besides tries to happen out the extend of societal support system and the header schemes for pull offing attention givers job. 1.4. RESEARCH OBJECTIVES To critically reexamine the assorted literatures related to the Alzheimer ‘s disease. To roll up and analyse the jobs faced by the Carers of Alzheimer patients in Mar Basalio ‘s Medical Mission Hospital. To critically measure the collected informations of jobs faced by the Carers of the Alzheimer patients in the infirmary. To do possible recommendations and suggestions to the Carers and the AD Clinic of Mar Basalio ‘s Medical Mission Hospital, Kothamangalam, India. 1.5. Mar Baselios Medical Mission Hospital Mar Baselios Medical Mission Hospital is situated in Kothamangalam, Ernakulam territory, Kerala, India. The infirmary is managed by Malankara bishopric of Kothamangalam. The infirmary is an 800 bed multi disciplinary super forte infirmary and employs a squad of good trained, qualified and dedicated staff with a mission to present quality intervention to all people of different walks of life. The hospital direction believes in functioning the community through Christian values and adheres to rules of love and compassion. Mar Basalios Medical Mission Hospital besides offers assorted installations like adjustment and nutrient to the hapless and economically backward people. It besides runs community service programmes by manner of medical cantonments and oculus testing runs for the people of 15 nearby small towns. The infirmary besides provides consciousness and immunisation programmes in assorted topographic points of the Ernakulam territory. The psychopathology section has an drawn-out AD clinic which focuses on assisting the AD patients and their carers. The section has an Alzheimer ‘s group and renders assorted services to the carers of the AD patients through categories, seminars and specialised group Sessionss. It besides has an extended aggregation of resources including books, brochures and audio-visual AIDSs in order to assist the carers of AD patients. The drawn-out Alzheimer ‘s disease Clinic is making its best to assist the Alzheimer ‘s patients by assisting and back uping their carers. 1.6. BACKGROUND OF THE STUDY The research worker has selected the Mar Basalio ‘s Medical Mission Hospital, Kothamangalam, India for the intent of the research. This is a multi forte infirmary with more than 200 beds. Mar Baselios Hospital is holding a separate research wing and soon making 6 researches in different subdivisions of medical specialties. The infirmary is besides holding an AD Clinic which offers services of general sort to the AD patients through their carers. The research worker has the experience of working in this infirmary as a Social Worker in HR Division. During that period, the research worker has observed that the health professionals of the Alzheimer ‘s patients are under considerable psycho societal jobs and the infirmary is doing its best attempts to cover them. But in fact, the infirmary is presenting a general sort of services to the health professional instead than specialized single attending or one to one Sessionss. Hence, the infirmary may non be able to understand the complexness of jobs faced by the health professionals of the Alzheimer patients as the each carer will hold a different narrative to state. The jobs of the carers differ from each other depending upon the copying schemes, support and even personality. Thus it is feared that the health professionals may lose their assurance in the services of Hospital towards the Alzheimer ‘s patients and their attention givers. The research worker at this point would wish to step in and make a research as he felt the demand to understand the complexness of the jobs faced by the health professionals of the Alzheimer ‘s patients who entree the services from the infirmary. By making a research, the research worker tries to understand and critically analyze the different jobs faced by the health professionals who are associated with the Mar Basalio ‘s Medical Mission Hospital, Kothamangalam and lend valuable suggestions to the carers of the infirmary. 1.7. RESEARCH Question What are the different jobs faced by the Carers of Alzheimer Patients of Mar Basalio ‘s Medical Mission Hospital, Kothamangalam, India? 1.8. Research Method The research is based on the descriptive survey and the research worker will roll up informations through observations and with the aid of ego prepared questionnaires. The processing and analysis of the informations will be done manually. The collected informations will be critically analysed to acquire attain truth of the research survey. The research survey possesses a few restrictions and they are as follows. The survey is estimated to be done in a limited sample of 40 people and therefore, the decision drawn may non be accurate. Besides the handiness of the respondents in clip and their cooperation are considered to be one of the of import restrictions of this survey. The research worker purposes to use a few associates to roll up informations from the respondents. The associates are likely to bias the information which is non favorable for the survey. The peculiar survey is expected to complete in a stipulated clip and all the above mentioned factors are once more dependent on clip. 1.9. Decision Alzheimer ‘s disease is a terrible memory damage causation by encephalon disfunctions chiefly in in-between age people which is the most of import causes of dementedness. Care givers need much more forbearance and attending for looking after their loved 1s. There is so much community resources are available for cut downing the troubles of the attention givers. Through this chapter of debut, the research worker gives an overview of the survey by detailing about the range, background, research method and aim. The undermentioned chapters will cover more about the procedure in item. How to cite Mental Health And Dementia Health And Social Care Essay, Essay examples

Motivation at Ryanair free essay sample

In the light of this culture, Ryanair has motivation roblems in all areas of the company, such as cabin crew, pilots and ground staff. It might be possible to use: MasloWs hierarchy of the needs theory; Herzbergs two- factor theory; Equity theory and Expectancy theory, to solve the Ryanairs motivation problems, however while all these theories can influence motivation of Ryanair employees, for some of them it would be difficult to analyse the results (e. g. MasloWs and Herzbergs theories). Next I will describe the characteristics of Ryanair culture, indicate the importance of motivation from an organisation point of view, and give a rief introduction about each theory, then I will analyse these theories strength and weakness, and finally I will explain how these theories can be used to influence motivation at Ryanair. Characteristics of Ryanair Culture At Ryanair there are several rules in regard to their company culture, such as, cuts of office expenses, and costs like training, uniforms or crew meals that staff has to pay for themselves. Normally, these costs are support by the airliners companies, which does not happens within Ryanair; thus due to the above mentioned rules Ryanair employees have a high urnover of staff. In facto, International Transport Workers Federation (IFT) has received hundreds of messages with complaints regarding the poor working conditions that exist at Ryanair workplaces (International Transport Workers Federation, 2004). Furthermore, Ryanair is very hostile to the employees, who as a result are hesitant to choose a union to fight for their rights. A second MBA 0B Motivation at Ryanair Ricardo Lopes problem is long working hours; some cabin crews had reported that they are regularly scheduled for long shifts (i. e. twelve-hour periods) without any rest International Transport Workers Federation, 2004). Third, although Ryanair is one of most profitable airlines, they request that new recruits pay 1,900 Euros for training, and if they are not chosen to Join the company, that cost will be lost (Boru, 2006). Of course, this leads to a plunge in the number of Irish recruits. Alternatively Ryanair has started recruitment of cabin crew in Poland and Latvia for less 33% off European staff wages. Pilots also have to pay for their own training (about E60,OOO) and do not Ryanair are pressured in their Jobs and receive low wages comparing with other companies. They are treated poorly by the company and have low morale, which leads to low Job satisfaction, high turnover and high absenteeism of the employees. Motivation in organisations Motivation can be defined as a persistent effort in a direction to a goal. From an organisation point of view, motivation is important because there is a strong link between motivation and performance. However, there are other factors that also contribute to performance, and even a highly motivated employee could have a poor performance if they do not understand their Jobs or have low general cognitive ability Oohns and Saks, 2005). But a motivated employee could increase the customers satisfaction, contribute to the growth of the company, and is more likely to keep their Job. Udechukwu (2009) suggets that Job satisfaction or dissatisfaction can influence the behavior of the employees, and that some of these behaviours could originate disruption in the organisation. Several studies have descrive that there are intrinsic and extrinsic factors that afect satisfaction possivitly or negatively (Udechukwu, 2009). It has been suggested that there are process and content theories. MasloWs and Herzbergs are considered content theories, which escribe the level and type of needs and how are associate with behaviors that determine satisfaction (Udechukwu, 2009). Process theories like equity theory, expectancy theory, reinforcement theory 2 and goal setting, are associate to the indivdual, about there inputs and outcomes and how individual behavior can be influenced to achevie satisfaction. A. H. MasloWs Theory of Motivation There are early theories and contemporary theories of motivation; one of earliest is the theory of Human Motivation from A. H. Maslow (1943). Maslow argues that there is a hierarchy of five needs in each person: hysiological needs, love needs, social needs, esteem needs and self-actualization needs. The needs are grouped by lowerorder and higher-order: the lower-order of needs are physiological and safety, these needs are satisfied externally; the higher- order are love, esteem and selfactualization, are satisfied internally. After one need is substantially satisfied, the next need will emerge, until the last one, so the need satisfied not longer motivates the person (Robbins and Judge, 2009). To put this theory into practice, organization must know what is the need of the employee that must be motivated. The weakness of the MasloWs theory is that there are few studies on it and it had not been validated in the field, mainly because the theory is very complex, has a psychodynamic base (Schwartz, 1983), and states that most persons have the same hierarchy of needs Oohns and Saks, 2005). This theory is a core of other motivations theories, and still used for academic studies; however, it is not used by managers in their organisations (Robbins and Judge, 2009). At Ryanair, see other needs, for example safety needs, being satisfied by the organization. Even the high-order needs of employees are not motivated. For instance, applying MasloWs theory safety needs, it would be necessary to improve the stability, by decreasing the number of hours per work period and stopping to pressure the employees with excessive commercial goals. In what concerns the satisfaction or improvement of esteem needs, Ryanair could implement measures that would appreciate and recognise employees (not only for achievement of commercial goals but also for customer support) and have a fare promotion rules. 3 F. Herzbergs Two-Factor Theory Other early motivation theory is from Frederick Herzberg and his collaborators, a two-factor theory which is also called as motivation- ygiene theory. This theory considered fourteen factors that can be grouped in two types of factors that could influence employees. On the one hand, there are intrinsic factors, also called motivators, such as achievement, recognition, and responsibility, which lead to Job satisfaction. On the other hand, there are extrinsic factors, also called hygiene factors, like working conditions, wages, security and supervision, which lead to Job dissatisfaction. According to Herzberg, Job satisfaction and Job dissatisfaction are not opposite; in fact, both are separate and lead respectively to no satisfaction and no dissatisfaction. If a employee is satisfied with his salary or work conditions, it does not necessarily make him an employee with higher Job satisfaction (Robbins and Judge, 2009). As other early theories, Herzbergs theory is not researched-based. Indeed, this theory was put in doubt because of the methodology used. Critics argued that when a person is asked a question, the presence of ego and self-recognition can be used to Justify that they are satisfied, otherwise when there is a problem the person can blame external factors. As a result of this criticism, Herzberg point out in 1968 that motivators are internal to each erson and cannot be externally stimulated. Nevertheless, this theory can contribute to Job enrichment (Bassett-Jones and Lloyd, 2005). When comparing this theory with MasloWs hierarchy of needs theory, Herzberg states that if a person feels that his hygiene factors are no dissatisfaction, this does not mean he is motivated. Therefore the organisation must influence the motivator factors to achieve motivation between employees; but for Maslow, if a person does not see satisfied his lower- order needs, the organisation must satisfy this needs first, in order to the person chieve high-orders of needs, because MasloWs theory uses a vertical hierarchy to describe the needs, while Herzbergs theory describes the needs horizontally (Udechukwu, 2009). At Ryanair, as compared the physical needs of Maslow, hygiene factors such as work conditions, salary or supervision have a negative impact within the employees, and lead to Job dissatisfaction. In addition, the motivator factors are also no satisfaction; however there are some employees that like and understand the Ryanairs culture, and thus are happy to be part of it. The implementation of Herzbergs theory must be pplied to hygiene and motivators factors, because both factors are not satisfied. For instance, Ryanair could change its policy in what concerns training fees, work conditions, and rest period, and this way improves hygiene factors. Furthermore, the organisation could also start of new polices regarding recognition and responsibility to their employees when performing there tasks, as motivators. Equity Theory Equity theory is considered a contemporary theory, which determines that Job satisfaction is on balance, when a person compares their own inputs and outcomes against the inputs and outcomes of other persons or groups. The inputs are everything that the person gives to her organisation, and the outcomes are what a person receives from the organisation. The ratio of input-outcome must be fair to the employee, because the equity in the distribution of outcomes for each employee is important (Robbins and Judge, 2009). Employees can compare themselves both internally the organisation with colleagues, or externally with friends, neighbours or ex-colleagues, even from past Jobs. The employee can make this comparison with persons of same gender, education, and work experience. These comparisons can lead a person to eel underrewarded, equity or overrewarded. When an employee feels inequity in an organisation, it can lower his inputs or can change the outcomes. He can assume different reality about him-self, assume different reality of others, choose other references for comparison, or even leave his Job. To summarize, the equity distribution of the outcomes contributes to the Job satisfaction. However, there are cultural differences that must be considered. In western culture, the economic outcomes are more important, while in more collective cultures the fairness of distribution is more relevant. Robbins and Judge, 2009, Johns and Saks, 2005). This theory has a strong research support, however it is mostly based in economic outcomes, and uses modifications of inputs and outcomes to change equity of the employees. The research of the person when underrewarded is more relevant 5 than when the person is overpaid, because the latter has less impact on behaviour. Some persons that are not equity sensitive are called benevolent, and for these the also the equity sensitives, in this case a person feel incommoded when underrewarded and guilt when equity or overrewarded. The entitleds are omfortable when overrewarded and feel upset when equity or underrewarded (Huseman et al. , 1987). The employees at Ryanair, when comparing their outcomes externally with other companies, conclude that they are underwarded. They receive lower wages than other airways employees, and their inputs are the same or greater than others, even though there is sense of equity internally. Ryanair employees are more concerned with external comparison because, changes of behavior have more impact when a person is underwarded. To improve the equity at Ryanair, the company could invest in surveys to know the average wage of low-cost airlines. It ould also implement more incentives to employees that match other airline companies. They could improve the outcomes for staff that work 12 hours shifts without breaks, to Justify the work they do for the company. They may consider having a collective agreement or union as other lowcost airlines, where employees earn more and have better work conditions. For internal equity and fair distribution of the outcomes, they could implement a reward system for the best employees, which would be fair for all. With better equity at Ryanair, Job satisfaction could increase and lower turnover. Expectancy Theory The expectancy theory from Victor Vroom describes motivation as being delineated by the outcomes that a person will receive for their performance at work. These outcomes can be rewards like promotions, wage increases, annual bonuses or better work conditions. Furthermore, the theory says the employees will be motivated if they believe they will be rewarded by the company for good performance. There are three sequential ideas about this theory: the effort given by the employee will achieve good performance; the belief of the employee that his performance could achieve a 6 desired outcome, and the reward itself given by the company satisfies the needs and ndividual goals of the employee. Many companies have limitations on the rewards they give; this compromises the goals and rewards each employee wants to receive for their good performance. The best way to reward the employees is though flexi- packages (include different types of rewards that an employee can choose), this way the employee has more opportunities to achieve their goals (Robbins and Judge, 2009). This theory is very complex to test because persons have difficulty identifying what is an instrumental reward and what is a reward for their good performance. Despite of this complexity, tests have moderate support and it is accepted by managers Oohns and Saks, 2005). Furthermore, the critics of the theory state being promoted or getting a wage raise could lead to outcomes that are not the employees individual goals, which concludes that the expectancy theory will not lead to the motivate an employee; however this is not simple because it is difficult to know what is the goal of each employee, and so, have the rewards available. In addition, several researches could not conclude if there are similarity or ambiguity between equity theory and expectancy theory. However, in terms of ambiguity, equity theory can be incorporate into expectancy theory (Steers et al. , 1996). Other studies, assume that expectancy theory can influence human behavior by cognitive manifestation and personal factors. These findings are supported by studies using expectancy-value as framework (Lynd-Stevenson, 1999). It appears that Ryanair does not use expectancy theory to motivate their employees, as employees do not expect any rewards when performing their tasks, because the only reward is to maintain their Job. The best way for Ryanair to improve motivation using this theory would be to implement a erformance appraisal system. To illustrate, this system would be fair and objective when measuring the performance of all employees, and this way they would feel they had the same treatment. For the outcomes of good performance, Ryanair could have several rewards to try matching these with employees individual goals. With these measures, issues of Job satisfaction and turnover could addressed among the Ryanair employees. 7 Conclusion To summarize, motivation is important for companies to improve Job satisfaction, and reduce turnover and absenteeism. If employees are motivated they an have a better performance and achieve their individual goals as they also achieve the company goals. All four theories above mentioned could be applied to Ryanair to solve Job dissatisfaction and high turnover of their employees. One theory is not better than other, they have all different approaches, although, the contemporary theories have better research support and practical methods compared with early theories. They could all, be applied at the same time, because one theory does not invalidate other theory, they can be complementary. Managers at Ryanair need to improve their human recourses measures to solve motivation roblems. They can use equity and expectancy theories for higher motivation and achievement of rewards for performance, and the employees can satisfy their dominant needs. There are different measures like bonuses, health plans, promotions, payment of extra-work, fair performance system, in-office childcare, all training paid by the company, and tenure benefits that can be implemented. All things considered, with the staff motivated and more appreciated by the company, the employees of Ryanair could have higher morale and consequently better performance. The Ryanair would also benefit with improved customer service and ncreased service standards, to become a low-cost airline with the service of a fullservice one.