Larry has been a great asset and highly valuable worker, who has been able to accomplish his daily work by even going an extra mile to deliver the job done. On the same note, Larry’s performance might have been changed due to his experience in the company having worked with the company for more than five years and a constant salary of $ 29,000 a year. In addition to this, Larry has had a great experience that has influenced his job to a positive direction, where management has acknowledged his hard work. Never the less he has been a key player I the company that he’s working capability has highly changed where he even goes an extra mile to ensure that the job is completed. In this manner, Larry opts to take the committee's job home with him. This is highly encouraged by his team members as well as the management. However, of late Larry’s performance has been depreciating which has been noted by his fellow workers, as well as the management. This is due to lack of promotion and appraisal of his salary that he thinks all his efforts are only benefiting the company and not him at all. It is in this manner that Larry is experiencing a change in his work performance, which makes him think of finding another job.
The concepts of intrinsic and extrinsic motivation
In the concept of intrinsic, Larry finds his job motivating where he acknowledges that he feels happy when he is serving the customers, “He enjoys his work.” On the other hand, Larry is seen to have lost total concentration and determination of his work after all the effort he put together the management does not acknowledge him with a salary appraisal (Parker., 2014)
Conclusion
On the bottom line, it's entirely accurate to acknowledge Larry’s performance and his extra mile performance. However, the need to encourage and reward hard-working employees like Larry should be put into consideration to ensure that the management does not lose a valuable asset like Larry. On the other hand, the administration should consider giving Larry a financial appraisal as well. Through this, the other employees will be motivated to work as hard as Larry worked.
Reference
Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual review of psychology, 65, 661-691.
