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Scenаriо 1 : Shоuld Mаyа Stay? Maya has wоrked for BrightPath Consulting for almost three years as a project analyst. When she joined the company after college, she was enthusiastic about the position. She enjoyed learning new skills, working with clients, and having responsibility for parts of client projects. During her first two years, Maya consistently received strong performance evaluations, and her manager described her as one of the most dependable members of the team. Over the past eight months, however, Maya's attitude toward her job has changed considerably. The change began when BrightPath reorganized its project teams. Maya was assigned a new manager, Daniel, who prefers to maintain close control over projects. Daniel now assigns Maya specific tasks and provides detailed instructions about how they should be completed. Maya previously had considerable freedom to determine how to approach client problems, but she now needs Daniel's approval before making even relatively minor changes. Maya has also noticed differences in how employees are rewarded. Several months ago, she learned that Alex, another analyst with approximately the same level of experience, received a substantially larger annual bonus. Maya believes that she handled more difficult client assignments and worked longer hours than Alex during the year. When she asked Daniel how bonuses were determined, he told her that compensation decisions involved several factors and that he could not discuss other employees' compensation. Maya left the conversation feeling that she still did not understand how her bonus had been determined. There have been other frustrations. Maya recently completed a difficult project for an important client. The client specifically emailed Daniel to praise Maya's work. Daniel forwarded the email to Maya with the message, "Nice job," but the accomplishment was never discussed again. At the next department meeting, senior management publicly recognized another employee for successfully completing a different client project. Maya has also become frustrated with the work itself. Because Daniel believes experienced analysts are most efficient when they specialize, Maya now spends much of her time preparing the same types of reports for different clients. She has asked to participate in a new strategic-analysis project because she would like to develop additional skills, but Daniel told her, "You're already very good at what you do. Right now I need you focused on where you're most productive." Maya's performance has not yet declined substantially, but coworkers have noticed that she seems less enthusiastic. She rarely volunteers for additional assignments and has stopped suggesting improvements during team meetings. She completes what is required but says she no longer sees much reason to "go above and beyond." Recently, a former coworker contacted Maya about an opening at another consulting firm. Maya updated her résumé and has begun looking at job postings several times a week. She has not decided to leave BrightPath, but she increasingly finds herself thinking, "Why am I still here?"