Debbie’s Dilemma Case Study


Debbie’sDilemma Case Study

Themain reason behind Debbie’s low level of motivation is because ofthe situation in the workplace in terms of cleanliness. The place isnot only unhygienic and dirty but it is also unkempt. The otherreason for her low motivation is the meager earnings. The amount ofmoney she earns is not enough to take care of her needs and live adecent life. With such a situation, Debbie’s output and motivationis low (Herzberg &amp BNA Incorporated, 1967).

Accordingto Adams equity theory, Debbie should look for an alternative jobwhere she feels that her work is appreciated and compensatedaccordingly in comparison to other workers and the effort she putsin. A suitable workplace should recognize and reward exemplaryperformance through rewards, benefits or even a bonus payment to keepher motivated (Adams, Berkowitz&amp Hatfield, 1976).

Borrowingfrom Vroom’s expectancy theory, Debbie’s belief that the newworkplace recognizes and rewards exemplary performance will motivateher to increase her input and output in expectation of bettercompensation and reward. This will directly impact her quality oflife, general satisfaction and motivation (Dempsey, 2002).

IfI were to advise nurses in the same situation, I would tell them toevaluate their needs, goals, and expectations of a workplace versustheir current workplace. An employer or workplace should make anemployee feel valued and cared such as being offered sick-off in caseof sickness. The workplace should also be safe to them and otherstakeholders. Such safety requires strict regulation to controlemployee behavior and avoid risky behaviors such as substance use atwork. Finally, they should feel happy and satisfied that they canmeet their needs with offered salary and that their efforts arerecognized and rewarded well (Royse, 2006).


Adams,J. S., Berkowitz, L., &amp Hatfield, E. (1976). Equitytheory: Toward a general theory of social interaction.New York: Academic Press

Dempsey,K. A. (2002). Predictingemployee participation in a Total Quality Management initiative usingexpectancy theory

Herzberg,F., &amp BNA Incorporated. (1967). Motivationthrough job enrichment.BNA Incorporated

Royse,T. L. (2006). Clinicalquality improvement: Development of a lecture series for licensedpractical nursing students