This case is actually based on a true story.It is a classic problem of motivation and dealing with a dissatisfied employee.John is clearly focused on perceived equity and his peer group and the sense that he is not being fairly treated.

I'm interested in everyone's initial position or reaction on how to deal with John as listed below.Does your initial positions change or waiver after further examination?

1.Do Nothing

2.Promote John

3.Persuade John into going back to college

4.Move John to a different project team

5.Terminate John

Question 1

Management has identified five different options for dealing with John from promoting him to terminate him.These five options could be listed on a chart with pro's on one side and con's on the other for each of the alternatives.

There are additional alternatives as well; one being what is often referred to as a "Performance Improvement Plan" or PIP.In short, a PIP is developed between the supervisor and the employee, often with support from a human resources professional that outlines and specifies actions, activities, and behaviors that the employee needs to work on, and is tracked, as part of the employee's performance record.Often times if the criteria specified in the PIP are not met, the employee is terminated, and the PIP provides the necessary documentation for the termination.

Question 2

The options developed in this case all have positive and negative elements associated with them.The goal is to examine these options with critical thought, avoiding any knee-jerk responses based on a cursory reading of the case, and considering the ramifications of each of the choices.

Question 3

Several leadership behaviors come to mind, most centered around the need for good interpersonal skills, an understanding of motivation (especially equity and expectancy), the leader needs personal credibility, the ability to think of creative solutions (" outside the box" options), and mostly the leader must have the personal integrity to be honest and straightforward with John - to demonstrate an understanding of John's behavior, a willingness to consider why it is occurring, and the honesty to show him that if it continues, it will necessitate consequences.