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Expectancy Theory

1. If I try hard, can I do it? . 2. Do I need to perform at a high level to receive rewards? . 3. Are the rewards personally desirable?. Expectancy Theory. Individual Effort. Individual Performance. Organizational Rewards. 1. 2. 3. Personal Goals.

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Expectancy Theory

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  1. 1. If I try hard, can I do it? 2. Do I need to perform at a high level to receive rewards? 3. Are the rewards personally desirable? Expectancy Theory Individual Effort Individual Performance Organizational Rewards 1 2 3 Personal Goals Chapter 6

  2. Expectancy Theory & Performance Issues • Effort – performance relationship • Training & education • Performance – rewards relationship • Will my performance be recognized & rewarded? • How are rewards allocated? • Seniority versus merit • Is the evaluation process fair? • Rewards – personal goals • Is the reward personally desirable? • “If you perform well, we will put you in charge of our overseas office”

  3. Open Book Management • Background at SRC • Extreme financial difficulties • High level of distrust • Employees wanted more challenge • High in growth need strength (Job characteristics)

  4. Changes Implemented at SRC • Sharing financial information • Principle of job enrichment • Trust • Soliciting employee input • Recognition • Ideas are valued • Bonus plans & employee stock ownership plan • Financial incentives (short-term and long-term)

  5. Outcomes at SRC • Employees • “When I first came here, I didn’t realize that as a worker on the floor you could have a direct impact on the profit.” • Task significance (JCM) • Pay attention to costs, quality, and time to complete work • Responsibility (Herzberg)

  6. Employee Outcomes (cont.) • Ideas are valued • Recognition (Herzberg) • New product • Reading and understanding financial information • Skill variety (JCM) • Growth (Herzberg)

  7. SRC’s Financial Performance • Growth • Stock price • From 10 cents to $18.60 • Employees • Profitability • Accuracy • Inventory counts

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