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Angel Harris LET 1 Task 317.1.1-06 According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012). In the first relationship of the expectation theory of motivation, the effort-performance relationship, the employee’s belief that recognition or…show more content…
Expectancy Theory of Motivation Implementation The company’s first step to implement the expectancy theory of motivation is to devise a written plan of action. Supervisors should be educated on the expectancy theory and should receive motivational training. Supervisors should then start verbally recognizing those workers who are working hard to meet the production goals set forth, even if the goals are not being met. The supervisors should acknowledge these employees by awarding those who are who are working hard and achieving the company’s production goals positive performance evaluations. Employees seeing hard work leads to recognition and praise will be motivated to perform better. The company should also devise a reward system for those who reach the production goals, making bonuses more worthwhile than working overtime. The bonuses awarded should be posted so employees can see the benefit of reaching production goals. In order to motivate those employees who are working overtime to offset not receiving the bonus awarded to those who reach the goal, overtime hours should be restricted. Employees who are reaching production goals should be encouraged to continue working hard by receiving raises and or promotions to assistant supervisory positions. The assistant supervisor positions would be given opportunities to coach and train employees who are struggling to reach the production goals. Including these incentives in the

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