In this essay, I will be writing about the different area of the problem at BFGym and will be addressing them. At BFGym many of the staff are feeling very unhappy and unmotivated. Staff are felt like they treated unfairly. The major problem is several employees was heard talking about quitting their jobs, which would be a devastating loss as their experience is the function of the gym. The topic area I will be discussing is the reason behind the lack of motivation, pros and cons of BFGym bureaucratic structure, the leadership of Kate and Phillips and stress factors at BFGym. Firstly, I’m going to explain some of the reasons behind the lack of motivation of the staff at BFGym using 2 motivation theories. Motivation is “the set of processes that arouse, direct and maintain human behaviour toward attaining some goal.” (Greenberg & Baron, 1997). At BFGym One motivation theory used to explain the reason behind the lack of motivation of staff at BFGym is Adam Equity Theory (1965). Adam theory is based on that employees become demotivated, in connection with their job and employer. As they feel that their input is greater than their outputs. Employees can expect to respond to this by comparing how they are treated in comparison to how they perceive others employees are treated. Adam suggests that we seek a fair balance between what we put in our job and what we should get out of it. In this case, Nick feels that he is treated unfairly which lead to him being demotivated to work. For example, in BFGym other employers have expressed their views in the group meeting, however, Nick input was “discarded” and ” refrained from voicing his opinion.” Furthermore, Philip didn’t want to speak up about the situation of Nick contributing, however, confronted Robin and Jo. This link to Adam Equity Theory as Nick feels that he treated differently compared to the other staff as no one is on his side and have left him out. Furthermore, he is putting in more input as he doing the classes the trainers don’t want on weekends and early morning weekdays and is not getting output he deserves for it. This has a direct effect on BFGym hence the lack of motivation at the gym. Another motivation theory used to explain the reason behind the lack of motivation of staff at BFGym is Herzberg (1959) Motivation-Hygiene theory (Two Factor Theory). Herzberg theory is based on by asking people to describe situations where they felt really good, and really bad, about their jobs. (Nelson it. Noell, Herzberg Two Factor Theory of job satisfaction, 1976 P.6) At BFGym when the hygiene needs are met workers are not very happy on numerous occasions. For example, Jo was very upset as the management decreased one her classes from 45 minutes to 30 minutes. By her meeting the company policy she is not dissatisfied and increases her will to have the motivation to work. Furthermore, in the Two Factor theory when motivator needs are not met workers will not be satisfied. This is evident when Nick does not get any recognition for his hard work, as he does the classes the other trainers don’t want to and in return, he is being more left out and taken advantage of by his colleagues. This is one of the reasons for the lack motivation as he does not get recognise and is left out. For example in the meeting where he didn’t feel comfortable to express his views across. This also links to Vroom (1964) Expectancy Theory, as Nick feels it he tries hard he won’t be successful. This is because with him working more hard doing the classes his college doesn’t want to do he is losing his voice and the ability to fight his own back, as everyone just uses him and takes advantage of him. Due to this, it shows the reason why there is a lack of motivation, as other colleagues don’t want to be in the same position of Nick. Secondly, many organisations like BFGym has a Bureaucratic structure. According to Max Weber, ”Bureaucratic is a model of organization design based on a legitimate and formal system of authority” (Rick W Griffin, 2011, P: 325)A benefit of having a bureaucratic structure is that the “hierarchical authority applies to the organisation of office and positions.” (Laurie J Mullins 9th Edition P.50) This connotes that the within the firm there will be department which makes all the final decisions. This is evident at BFGym, where Kate the head of the management of BFGym made decisions which had lead them to a high turnover by not approving Jane Prospal of changing the exercise, as customers did not complain. This shows that the people at the top of the hierarchical have the power and position to have the final say. Although this is a benefit, it could be a disadvantage as the staff don’t get a demographic vote in the company making them feel unhappy and wanting to quit their jobs. As evident by Jane feeling stagnated after hearing from management. Another advantage of the bureaucratic structure is that everyone in the organization knows their set role, leaving no room for confusion. This is evident by Philip who had the same spinning class for the past year. Although he is bored of it, he has he set job, which makes BFGym a high turnover, as there’s stability within the organisation and money is not being lost out by employees not doing their job properly. Surrounded by the pros, they are some cons to the bureaucratic Structure, as it does not approve of creativity and new ideas in the organization. For example, Jane wanted to change some of the exercises, but management didn’t approve, as they didn’t see a need for a change. This shows that the bureaucratic structure does not approve of new ideas, making staff feeling dull and bored, as they have a fixed routine, making them not motivated, as there is not a bright future. Also, it would be difficult for one person for think of new ideas, making the firm go downhill, as they can’t keep up with the market. Thirdly, leadership is “the ability of an individual to influence, motivate and enable others to contribute toward the effectiveness and success of the organizations of which they are members” (Pascale, Daher, leadership 2017). At BFGym I will be analysing Kate and Phillips leadership. Kate being the head of BFGym has a very important role and responsibility towards the gym and the staff, in contrast to Phillips as he is a class instructor with few responsibilities. Kate is represented as an active management by exception This is when someone who monitors the behaviour of staff, anticipate problems and take action before the problem becomes serious. Kate is active management by exception because when Kate overheard staff talking about leaving their jobs and Kate decided to look into it more by asking directly the employees. Furthermore, arranged a meeting and told the employees to come up with a solution beforehand to try and resolve the problem before it actually occurs. Also, due to Kate not being in the meeting, she has respectively shown laissez-faire leadership. This is because Kate is not giving suggestions directly to solve the problems. Instead indirectly trying to solve the problem at the gym, not using her full power management to extend. However, Kate is people oriented as she interacts with the employees finding out more information about the problem and also allowing them to voice their opinion at their own meetings created by them, giving them some responsibility. On the other hand, Kate does show some aspects of task-oriented, as she focuses on the goal and didn’t see a need for a change with Jane Classes. This was also evident as some of the staff were not consulted about the changes to the job. In contrast regarding Phillips leadership, he has shown a passive management by exception.This is someone who waits until a person has created a problem before taking any action. This is evident by Phillips when he confronted Robin and Jo for being negative and not contributing much to the meeting. This is bad for the firm as if creates tension between the employees, and demotivates them to work. This represents that Philip’s a passive leader as he could have motivated the staff or rewarded them before, so they would contribute more to the meeting and this problem would of have maybe not happened. Comparing both, Phillips is also task oriented. This is evident as he didn’t consult his collages before arranging the meeting and the colleagues felt that it was not the right time to have a meeting. Phillips also had he focuses on the task and a certain performance standard. This was evident when Phillips confronted Robin and Jo as they did not meet the standard of the meeting with solutions. This signifies a similar between Kate and Phillips as they both active in trying to resolve the problems at the gym. Furthermore, both used different situational leadership styles. As Kate used situational leadership style of participating, as she left her employees to run the meeting, when she able to but was unwilling to run the meeting herself. On the other hand, Philips uses the situational leadership style of selling, as he tries to adopt the role of leadership and tries to the run the meeting. However, in contrast, Kate connotes Individualised Consideration, as she attends each staff directly to listen to their concerns and issues within the gym. On the other hand, Philips didn’t not mentor or coach, Phillips did notice that Nick was not contributing but didn’t mentor him as he didn’t have the energy to. Within regards, to making them better leaders, I recommended that they both should adapt transactional leadership. As it makes the staff more motivated, as they are getting recognised and rewarded for their efforts. Transactional leadership theory was invented by Bernard M.Bass in 1981. Transactional leadership has worked in real life example Sports Direct, as the employees get a bonus for selling Sports Directs products, keeping them motivated. Another recommended I give to Phillips that he should be Individualised Consideration, as he could help other colleagues grow and increase self-confidence in themselves making him a better leader. One recommendation for Kate is to be open to new experience, allowing changes to be allowed in the gym, For example, Jane wanting to change some of the exercises. This would make them a better leader as the follower feel confident to come to the leader for any problem, which could be a good change for the gym.Finally, work stress is “the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources or needs of the workers” (Pascale, Daher Stress, 2017). When analysing the stress factors at BFGym it is already clear that many of the staff are feeling stress. This is due to there’s is a high job demand, as the job requires a high physical and mental effort. This is evident by Jo who, her classes have been a change from one-to-one to group classes, making her feel drained out and stress out after her classes. Another, stress factor at BFGym that is being displayed is the conflict created by the relationship at work. This is evident by, Phillips conforming Jo and Robin, creating peril as both parties exchanged harsh words. This has created tension and stress among the employees at the gym.To deal with the stress factors at BFGym, the most suitable interventions is primary interventions. As allowing the staff to modify their job to match their needs and giving them more control over their work situation eliminates the sources of stress in BFGym. This is suitable as staff can redesign the job making it less stressful for the employees. Another type of interventions that would be suitable is secondary interventions, giving employees stress management training for helping them cope with an unhealthy aspect of work, such as taking more workload from one-to-one classes to bigger group classes. This is suitable because it allows the staff to work on themselves and to growth skills to manage out stress in the future, making the gym work more efficiently. In conclusion, there are many advantages and disadvantages of BFGym bureaucratic structure. An example is that there is hierarchy structure, where they make all the final calls, making BFGym a high turnover. During this essay, I found that some of the reason behind the lack of motivation within staff at BFGym was due to staff feeling as though they were being treated differently than compared to other staff. This links into Adam Equity theory were he goes on to explain that the input should match the output. When analysing Kate and Phillip’s leadership styles, I found that they had different approaches, such as Kate is an active leader, in contrast, Philip is a passive leader I would recommendation primary and secondary interventions to manage stress, as this will try and eliminate the stress levels at the BFGym.