Please Answer The Following Questions In No More Than 300 Wo

Please Answer The Following Questions No More Than 300 Words For Each

Please answer the following questions no more than 300 words for each one:

1. Pretend you are the CFO/HR manager at Dew. What would you have done differently? Why?
2. From an HR perspective, what went wrong between Josh and Hyun-woo?
3. Using expectancy theory, explain how Josh’s perception of Hyun-woo’s leadership influenced his motivation to deliver on business objectives.
4. Using equity theory, explain how Josh’s perception of Hyun-woo’s leadership influenced his motivation to deliver on business objectives. How might Josh’s performance have influenced Hyun-woo’s perceptions of equity relating to Josh’s delivering on business objectives?

Paper For Above instruction

Addressing organizational conflicts, leadership perceptions, and motivation theories is crucial for fostering a productive work environment. This paper explores what a CFO/HR manager at Dew could have done differently, analyzes the breakdown in the relationship between Josh and Hyun-woo from an HR perspective, and applies expectancy and equity theories to understand how leadership perceptions influence motivation.

1. What could the HR manager have done differently?

The HR manager should have implemented proactive communication and conflict resolution strategies early in the relationship between Josh and Hyun-woo. Establishing clear expectations and regular feedback sessions could have prevented misunderstandings and fostered trust. Conducting leadership training to emphasize emotional intelligence, cultural sensitivity, and effective communication might have mitigated perceived power imbalances or biases. Additionally, promoting a culture of transparency and open dialogue regarding performance issues can reduce misinterpretations and resentment. HR should also have initiated conflict-check procedures and provided mediation when tensions began to escalate, ensuring that concerns were addressed constructively rather than allowing friction to grow. These steps would have created a more supportive environment, enabling both employees to align their efforts with organizational goals and reducing the likelihood of conflicts influencing performance adversely.

2. What went wrong between Josh and Hyun-woo?

The relationship failure between Josh and Hyun-woo can be attributed to communication breakdown, perceived inequity, and leadership misalignment. Hyun-woo’s leadership style may have lacked transparency or failed to motivate Josh adequately, leading to dissatisfaction and decreased effort. Misunderstandings about roles, expectations, or feedback might have deepened mistrust. Additionally, there may have been a perceived imbalance of effort versus reward, which angered or demotivated Josh. Hyun-woo’s inability to recognize and adapt to Josh’s individual motivational drivers could have further widened the gap. The absence of empathetic leadership and constructive feedback prevented the development of mutual understanding, critical for maintaining team cohesion and performance. As a result, both parties experienced frustration, which compromised organizational goals and individual accountability.

3. Expectancy Theory and Josh’s Perception of Hyun-woo’s Leadership

Expectancy theory suggests that motivation depends on the belief that effort leads to performance and that performance yields desired rewards. Josh’s perception of Hyun-woo’s leadership significantly influenced his motivation; if Josh believed Hyun-woo was ineffective or unfair, his expectancy that his effort would result in recognition or success diminished. Conversely, perceiving Hyun-woo as competent and supportive would have increased Josh’s confidence that his efforts would lead to the desired outcomes. Leadership behaviors, such as providing clear goals and constructive feedback, shape these perceptions and thereby influence motivation. In this context, ineffective leadership decreased Josh’s motivation by eroding his belief that his contributions would be valued or make a difference, negatively impacting his commitment to organizational objectives.

4. Equity Theory and Josh’s Motivation & Hyun-woo’s Perceptions

According to equity theory, employees assess fairness by comparing their input-output ratio to others'. If Josh perceived that Hyun-woo was unfair or biased—perhaps through unequal recognition or workload—his motivation to meet performance targets would decrease. His perception of inequity might have resulted in reduced effort, resentment, or attempts to restore perceived fairness through withdrawal or lowered effort. Conversely, Josh’s high performance could have influenced Hyun-woo’s perceptions of equity by prompting recognition and affirmation, which would reinforce positive motivation. Hyun-woo might have judged Josh’s contributions as equitable if his efforts were acknowledged appropriately, fostering a reciprocal motivation cycle. Lack of recognition for Josh's efforts could have led to perceptions of inequity, hampering motivation and performance, highlighting the importance of perceived fairness in leadership dynamics.

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