However, soon afterwards Ali was assigned larger and difficult projects that he was supposed to complete on his own.
From the above figure it is apparent that there is a strong interrelation between tensions arising out of a desire to achieve personal advancement (as has been observed in Ali), and a corresponding resolution of the same in the form of credit given against individual performance (that Tony failed to deliver). Furthermore, the motivational capability of Tony was suspect because he was never too serious about catering to Ali’s queries and it was evident that the latter was gradually being demotivated.
“Maslow suggested that there are five needs systems that account for most of our behaviour” and as is evident from the figure appended above, he theorised that “there is a natural trend in which individuals become aware of and therefore are motivated by each of these needs in ascending order” (Montana & Charnov, 2008, pp.238). As the case revealed that Ali was looking forward to gain a learning experience during his tenure at WD Inc., and in this context it may be mentioned that his extrinsic needs required motivation in the form of a prospect to earn a good grade, and his intrinsic needs called for motivation in the form of challenges as well as accomplishment in association with learning. On the other hand, Tony himself was not sufficiently motivated in order to be able to motivate his subordinates and he exhibited a major deficiency in the area of multi-tasking as well. Consequently, he could not offer any significant supervision and guidance to Ali, thereby resulting in the frustration of the latter.
As has been opined by Bennis & Goldsmith (1997) “in addition to being important to organisations, communication is critical to the leader, manager, or supervisor” (Harris, 2002, pp.14). The importance of this organisational function can be comprehended from the fact