Organization Behavior and Leadership Essay Example for Free

Organization Behavior and Leadership EssayThe foresight Theory of MotivationOne of the most widely accepted theories of motivation is Victor Vrooms expectancy Theory. Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will 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 effort, if They believe the effort will give them positive recognition. (This is called the effort-performance relationship.)That positive recognition must consequently lead to some kind of desirable reward, such as more than money or an augment in status or power. (This is called the performance-reward relationship.) That reward must also be something that fulfills a personal coating for the employee. (This is called the rewards-personal goals relationship.) All three componen ts need to be present for an individual to exert the kind of effort compulsory to be considered an intense motivation for action and performance of a duty or task.Lets consider the future(a) exampleA company that produces a high quality audio products has recently introduced a youthful doing process in an effort to succor the employees meet a goal of high production standards. supervisor As team of employees are non doing well with the production process. well-nigh do non strive to master the process, those that have mastered it are not putting forth effort to slip away the goals, and even top-producers dont 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 flavor they can be successful because they believe lack the dexterity call for 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 difference 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 say 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 earn more money than trying to earn a bonus. This scenario lends itself to the perfect situation 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 steps Create a specific recognition for those that master process. For those that master the process bonuses can be impleme nt that exceed those monetary rewards that overtime would bring.Personally interview each employee to discover what their employment goals are and attain a personalized plan to reach those goals, make mastering the process one of those steps needed to reach the personal goal. This plan would address all three components of the expectancy theory. However the plan should not be created as one-time policy 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.