Leadership - Motivation and Performance

765 Words4 Pages
The Expectancy Theory of Motivation explains the factors or the levels of which employees are motivated. There is a direct correlation of an employee’s trend to act in a scenario is dependent on the expectation the act will render. There are three key components and relationships in the expectancy theory. Effort-performance, Performance-reward, and Rewards-personal goals relationship are the three factors that define this correlation. These three will be discussed in detail accompanied by a proposed application for the given scenario. First of all in the Effort-performance relationship deals with “sweat equity” or how much effort must the employee invest in the position. The amount of effort is directly related to the amount of the…show more content…
Often times the employee is seeking a higher position and would like to have the assurance of once meeting and/or exceeding lower level functions they are recognized by the organization. If the reward expected for the level of performance is not met by the employer the level of motivation goes down. Given then the scenario, though the company prides itself on high production standards and goals, they seem to not be able to translate these into tangible process that can be easily accepted by the employee. There is a three step process that could be done to resolve the issues or concerns of the members of Team A. The first step in my plan will be to identify what is required of by the employee in regards to resources, training or supervision in order to complete the task. For the group of employees that are stating “hand dexterity” issues, providing the employees with exercises and training to strengthen the hands will be advised, thus increasing both the effort of the employee and the performance level of the task. Production would be increased by setting performance goals that based on the completion of training could be met. The next step in my plan would be making sure that the rewards are fulfilled. One of the concerns is that the pay appears to be equal between those who meet the department goals and those
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