Before meeting Sue, Mary was motivated and pleased with her position at the company, but after Sue, she became dissatisfied with her job due to the salary factor. The change in attitude was caused by the fact that her starting salary was $40000, whereas Sue, who has a similar credential, started with $45000. Despite Mary’s yearly efforts and hard work, her 10% increase in salary would still be lower than Sue’s starting salary because Mary will make $44000 and Sue will make $45000. Such a difference in the starting salary made Mary demotivated and dissatisfied with her job after learning about Sue’s salary.
Mary most likely will talk to Tom and complain about the inequality in starting salaries because both Mary and Sue have equal credentials, but for some reason, Sue makes more from the start. It is safe to consider that now Mary will talk with Tom about the given issue. The later actions are difficult to predict, but there are probably two outcomes. Either Mary will be able to prove that Tom was wrong in setting these salary differences, and Mary’s and Sue’s salaries will be equalized, or Tom will somehow prove that Sue has more credentials to make $45000, which will result in Mary leaving the company. There is also a highly unlikely scenario that Mary will accept the later outcome and continue working with a lower starting salary.
The motivation theory that applies the best to this case is Herzberg’s motivation-hygiene theory or two-factor theory. The main reason is that before Sue, Mary was motivated by motivators, such as achievement and recognition, but after Sue, she became dissatisfied with her job due to hygiene factors, such as salary (“Herzberg’s motivation theory – two-factor theory,” 2018).
Reference
Herzberg’s motivation theory – two factor theory. (2018). Web.