Organization Behavior and Leadership Essay

The antepast Theory of MotivationOne of the about widely accepted theories of pauperism is Victor Vrooms Expectancy Theory. Expectancy theory argues that the strength of a tendency to subprogram in a certain way depends on the strength of an expectation that the act testament be followed by a given outcome and on the attractiveness of that outcome to the individual. (Robbins & Judge, 2007, p.208) i In other words, employees will have the motivation to put forth a strong lawsuit, if They believe the effort will give them positive acknowledgement. (This is called the effort- act relationship.)That positive recognition must then run low to approximately kind of desirable reward, such as more currency or an increase in status or power. (This is called the surgical procedure-reward relationship.) That reward must also be something that fulfills a personal goal for the employee. (This is called the rewards-personal goals relationship.) All triad components need to be present f or an individual to exert the kind of effort needed to be considered an intense motivation for action and performance of a duty or task.Lets consider the next object lessonA conjunction that produces a high quality audio products has latterly introduced a new production process in an effort to process the employees meet a goal of high production standards. Supervisor As team of employees ar non doing well with the production process. more or less do not strive to master the process, those that have mastered it are not move forth effort to reach the goals, and even top-producers applyt seem interested in achieving the goals. After speaking to some of Supervisor As team, Supervisor B has discovered that the following concerns are expressed by the team Some do not feel they cannister be successful because they believe lack the discretion needed to implement the process.Some feel that it is not worth the putting forth the extra effort to reach the goals because there is no end in salary increase for those that meet the goals and those that do not. They believe that performance has to be very slow before it affects the rate of pay. They also verify that when a bonus is given, after the withholdings are taken out, the bonus is so small that overtime actually is seen as better way to imbibe more money than trying to earn a bonus. This scenario lends itself to the perfect bureau to implement the expectancy theory of motivation. The employees feel That there is no recognition for achieving the goal.That there is no reward for achieving the goal.Since there is no recognition or reward, there is no opportunity for employees to evaluated their personal goals to see if reaching the performance goal will help to fulfill a personal goal. The company could implement the expectancy theory by enacting the following travel wee-wee a specific recognition for those that master process. For those that master the process bonuses can be implemented that exceed those monetary rewards that overtime would bring.Personally hearing each employee to discover what their employment goals are and create a individualise plan to reach those goals, make mastering the process one of those steps needed to reach the personal goal. This plan would address all 3 components of the expectancy theory. However the plan should not be created as one-time polity implementation. Rather it should be tested and evaluated to discover what rewards and recognitions created the most effective levels of motivation. i . Robbins, S. P., & Judge, T. A. (2007). Organization behavior. (12 ed., p. 208). Upper Saddle River, NJ Pearson Education, Inc.