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Case Study 5.1 Q3

Through expectancy theory, managers can motivate employees without forced rankings by: 1) Increasing employees' belief that effort will lead to successful performance through training and mentoring. 2) Linking specific desired performances to rewards employees value, such as promotions for extra work. 3) Ensuring rewards are closely tied to performance and are deserved and wanted by recipients.

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243 views2 pages

Case Study 5.1 Q3

Through expectancy theory, managers can motivate employees without forced rankings by: 1) Increasing employees' belief that effort will lead to successful performance through training and mentoring. 2) Linking specific desired performances to rewards employees value, such as promotions for extra work. 3) Ensuring rewards are closely tied to performance and are deserved and wanted by recipients.

Uploaded by

Cindy9213
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Case Study 5.

1 Organizational Behavior & Management (Group 3)


Question 3
Based on chapter 5, if you decided not to use forced rankings at your company, how would
you motivate employees?

There are way better to motivate employees instead of forced rankings. The Process approach
of motivation is one of the better ways as we all know that motivation is actually a kind of
process as well. We choose this as it concerned on how the individual behavior will be
energized, directed, maintained and stopped in the organization. Under this approach, there are
3 other theories and we choose one of the most widely accepted theories of employee
motivation which is Expectancy Theory as developed by Victor Vroom. Through expectancy
theory, it discuss on how employees can be motivated if they believe that their efforts will result
in higher performance and desired rewards.
Through expectancy theory, it identifies some important implications for motivating the
employees by providing guidelines that enhanced employee motivation by altering the
individuals effort-performance expectancy, performance-reward expectancy and reward
valences. By the effort-performance expectancy, we as a leaders/managers can motivate the
employees by increasing the belief that employees are capable of performing their job
successfully. How? One of it is by providing required training and provide examples of
employees who have mastered any task as well coaching/mentoring the employee who lack
confidence. As a good manager, it is not only my job to expect something better from them but
also help them reach a level of performance. Thats how I can help motivating them to keep
better and better.
Meanwhile through the performance-reward expectancy, it is more to like a manager or a
leader increase the belief that good performance result in valued rewards. This can be done
when managers link directly the specific performance they desired to the rewards desire by
employees. For example, when u give extra hours of work to your employee but that result in an
eventual promotion, the employee willingness to work extra hour will increase due to the
employees desire to be awarded with that promotion. Expectancy theory can help managers
understand how individuals are motivated to choose among various behavioral alternatives. To
enhance the connection between performance and outcomes, managers should use systems

that tie rewards very closely to performance. Managers also need to ensure that the rewards
provided are deserved and wanted by the recipients. To improve the connection between effort
and performance, managers should use training to improve employee capabilities and help
employees believe that added effort will in fact lead to better performance.

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