Birds Eye

I am going to explain how the three components and relationships in the

expectancy theory can help a company that recently instituted a new production process in an effort to help employees meet its high production standards and goals. Currently none of Supervisor A's employees are meeting expectations with this new production process. Some employees seem to put forth no effort, while others who have mastered the process are not making enough effort to make it work and even top producers are not motivated about achieving company goals and standards.

The effort performance relationship is the probability perceived by the individual that exerting given amounts of effort will lead to performance. In kindergarten terms the question really asked here is how hard will I have to work to get by? The employee may feel that no matter how much effort they exert they will not get recognized as a top performer.

In this scenario the employees have no reason to be motivated to do any better than what they are currently doing. No matter how they perform they receive the same pay and in return they have no motivation to do better. The only way the company can change the way there employees think is to link the employees efforts to some type of reward system. Having a reward system for the employees should increase their amount of effort they put into there work.

Performance reward relationship is the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. Performance reward relationship deals with a sense of attainment or desired outcome the employees could receive by reaching company goals and standards.

With performance reward relationship the company needs to take into consideration is that not all employees are motivated by the same reward. The degree to which organizational rewards satisfy an individual's personal goals or needs is the rewards-personal goals relationship. The key here is for leaders to have an understanding of each of the employees' goals and link their effort and performance with different types of rewards. Each employee has different goals or needs and the attractiveness of those individual rewards needs to be catered to each individual employee.

The rewards don't have to necessarily be cash bonuses or raises. By giving the employees several options to choose from, one option could be meeting the weekly goal in 4 days and having the fifth day off. Other options could include gift cards for different restaurants, Best Buy, Sears or other areas of interest. The key here is to get each employee motivated to maximize their effort so the company can accomplish their goals and meet expectations.

In conclusion, we can clearly see the trouble areas of the Company and the employees lack of motivation. It is visible how the expectancy theory would definitely be an effective