CLASS DISCUSSION $($ NOT ASSESSED$)$

Case Study: Enhancing Employee Motivation Through Expectancy Theory Implementation

Company Overview:

ABC Manufacturing is a mid$-$sized manufacturing company specializing in producing automotive components. With a workforce of around $500$ employees, ABC Manufacturing operates in a highly competitive industry where efficiency and productivity are paramount. However, the company has been facing challenges related to employee motivation and performance, leading to concerns about meeting production targets and maintaining competitiveness.

Key Characters:

Sarah Thompson $-$ HR Manager

John Richards $-$ Production Supervisor

Maria Rodriguez $-$ Assembly Line Worker

Problem Identification:

Sarah Thompson, the HR Manager at ABC Manufacturing, notices a decline in employee morale and productivity during her routine performance evaluations and feedback sessions. Upon further investigation, she discovers that employees feel demotivated due to a lack of clarity regarding career advancement opportunities, ineffective performance evaluation methods, and limited recognition for their contributions.

Sarah conducts surveys and focus groups to understand employees' preferences and aspirations regarding rewards and recognition. Based on the feedback received, she introduces a range of non$-$monetary incentives such as flexible work hours, additional vacation days, and opportunities for career advancement. Sarah ensures that these incentives are tailored to meet the diverse needs and preferences of the workforce.

She implements measures to clarify the link between effort and performance. She introduces training programs and skill development workshops to enhance employees' capabilities and confidence in their abilities. Additionally, Sarah restructures the performance evaluation process to provide employees with clear performance expectations and feedback mechanisms.

She also revises the reward and recognition system to ensure that it aligns with employees' performance. She establishes a performance$-$based bonus system where employees receive financial rewards based on their individual and team performance. Sarah also introduces a peer$-$recognition program where employees can nominate their colleagues for outstanding contributions, fostering a culture of appreciation and teamwork.

Q$1)$ Explain these changes in light of expectancy theory

Q$2)$ Will this improve the motivation?

Q$3)$ Make a list of reasons $,$ that can impact the motivation as per this theory.