1. Analyse Rama Rao using Maslow need hierarchy.

Maslow’s need hierarchy theory states that human needs are basically classified as 5 needs, The needs are arranged
in a hierarchy. Individual moves up in steps from lower to higher order

1. Physiological needs: Currently Rama rao is earning 8.5 lakhs/year as IT analyst at hospital He is able to meet his basic
needs like food,shelter but he is not satisfied with his salary since he is getting very low salary now compared to what he
was being paid earlier, which makes him demotivated.
2. Safety needs:Earlier Rama Rao was earning 20 lakhs with time his salary has reduced to 8.5 lakhs he is very scared of
losing the job within 6 months ,he also has huge amount of debt like Rs 25 lacs on his home loans , 5lacs on his credit
card, Rs 20,000 a month on his college loans and Rs 5,000 p.m. on his credit card and a Car loan. Rama is feeling very
insecure due lack of job security, lower salary and huge loans.
3. Social needs: Due to his current lower salary and huge debt he could not fulfil his wife’s wish of having a nice home.
His job insecurity and financial security are impacting his relationship with his wife. As he don’t want to own a new
home and get into a 30 year mortgage as he is scared of losing job.
4. Esteem needs: Rama initially got good jobs with high pay package just after college passout. He was changing job
within six months, for better position , higher wage or getting a bonus and is owning a BMW .He thought he would be
rich and retire by 40 which made him self-esteem in past . Now the things changed he is lacking these things that had
once esteemed him.
5. Self-actualization:Within span of 5 years after graduating college, Rama grew from IT analyst to chief technology
officer, he was making Rs 2 million a year plus bonus, owning a BMW car, he was very optimistic about his future
thought we would be rich and retire by 40 but with due time he become statistic seems frustrated at all levels of needs
his self-actualizing have been downgraded.

Analyze his lack of motivation using Equity and Expectancy theory.

The Equity Theory of Motivation states that people compare the value of themselves with others in similar work situations
based on their inputs and outputs. People's motivation in an organization is more when they are treated equally and fairly

Raman Rao is comparing his job input and output with his father, Rama Rao was making more money than his dad at the age
of 28 .His father worked for same company for 20 years and had a nice retirement plan that will pay him a guaranteed
pension when he turns 58. But Rama rao started with a high pay package, he switched jobs every 6 months getting at 25-
30% hike, but with due time he has ended with a job offering him low salary and which is not secured for even 6 months and
he is worried whether he would get pension after 20 years.He gets demotivated when he compared himself with his father
regarding job security and pension plan.

Expectancy theory states that individual that exerting a given amount of effort will lead to performance when
individual believes that performing will lead to rewards and rewards must satisfy individual’s personal goals. 
During initial stage Rama rao worked hard and gave a lot of effort for his growth, he was changing jobs in 6 months getting
25-30% rise, and in a span of 5 years he grew from a analyst to a CTO role earning salary 2million a year plus bonus. His
individual effort was high which was enhancing his performance growth for which he was getting good rewards like pay
hike, better positions and responsibilities for achieving personal goals like owing home, BMW Thus his expectancy and
motivation was very high during that time when he was getting great rewards,. But now Rama’s salary decreased to 8.5 laks
and he became stagnant. Due to less salary, high debt and insecure job he could not achieve his personal goas so he is
frustrated, and expectation is downgraded and it doesn’t motivate him anymore.

2. If you were his boss, how would you positively influence his motivation?
As a boss I would motivate him in following ways:-
Job security:-Earlier Rama Rao changed jobs frequently but now he is scared of losing job within 6 months and low salary
then previous organization , I would like to motivate him by assuring him of job security try to communicate that
organization rewards for those who are loyal and have very high service period with the company and organizational benefits
like gratuity, superannuation, insurance, etc. for his future. I would like to involve him in high challenging and prestigious
projects nominate him company sponsored training and learning programms to develop his skills more, so that he would be
motivated and overcome his sense of insecurity.

Rewards:- Since Rama was getting lower salary then earlier organization, and he is hardly able to meet his personal goals
so. I would try to assign him target linked bonus once he achieved targets .Based on performance I would promise him for
better hikes in future to boost his motivation.

Better Roles and Recognition: As Rama worked in good roles in previous organizations his experience can be used by
placing him in good challenging role on temporary basis and seeing the performance he can be assigned that role
permanently, and recognizing his efforts in initial stages of success during performing this roles by giving awards, it would
further motivate him

3. What are the implications of this case for employers hiring generation Xers?
The most important implications face by employers while hiring generation Xers are:-
a. Pay Packages:- New generation Xers have high expectation at the initial stages of their career they always look
for higher pay package straight from college pass out to maintain higher standard of living like owing luxury cars
homes etc.
b. Job Switching for better opportunity:- New generation Xers change jobs frequently to get better hikes like 25 to
30% and better positions. They want to earn more in less time to achieve this they try to change job and not to stay
loyal for a single organization.
c. Job Security:- New generation Xers also looks for a organizations providing high pay and secure job to achieve
their long term financial goals .
d. Growth and opportunity:- New generation Xers are very ambitious about their career growth and new
opportunity’s .They continuously look for better positions and face new challenges in job role
e. Early Retirement:-New generation Xers are very ambitious they success in life at very early stage and want to
become rice and retire early at the age of 40.

So during hiring of Generation Xers we should offer them challenging role with high package of salaries according to their
skills and abilities otherwise they will switch organizations. They should be allowed to work freely so that they can utilise
their knowledge and skills more. Focus should be given on continuous learning and skills improvement so that they don’t
become stagnant, by rotating their job roles, acknowledging their work in the company with rewards and lastly also provide
job security offer long term retention bonus and retirement corpus to be focused on one organisation.

M OMPRAKASH
ROLL-20BM61K13