Western Governors University
15 September 2011
From the description of the scenario it is not surprising that the company is in the situation that they are in. The Expectancy Theory of Motivation is perfectly described in the description; the employees are putting forth an effort, which in turn creates performance. The employees expect that their effort and performance should be rewarded.
It is obvious that the employees are indifferent to the reward that is being given for meeting or exceeding the company’s goals because it is less than the employees putting in a few hours of overtime. This is reducing the motivation to meet or exceed the goals and increases the motivation to work overtime hours. As long as there is an issue with the employees’ motivation, the company will not meet or exceed the goals that they have implemented. This should make addressing the reward the first thing that needs to be addressed; it should be increased significantly so that it makes the reward more desirable than working overtime and the company may want to have a two tiered reward system for meeting and exceeding the company’s production goals. This would also increase the employees’ trust in the company to provide a worthwhile reward for their effort and performance.
The next item to address would be the effort of the employees, so that the performance of the employees will be increased. The company may need to examine each step in production to evaluate if there is anything that can be changed or adjusted to make sure that each job is being done in the most efficient way possible. The examination may also spot new ways of doing things so that the jobs will need less dexterity in order to accomplish the same tasks.
It also appears that there may be communication issues; either Supervisor A does not communicate with his employees or the employees are afraid to talk to him. If there was not a...