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Date Submitted: 07/20/2013 08:52 PM

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2.1 - Week 2 Case Assignment Jason Johnson

1. In using the Expectancy Theory to evaluate my opinion regarding the forced ranking performance appraisals – I feel those many employees are definitely motivated by expecting rewards. Depending on the industry, specifically if it’s a product driven business, employees can benefit from the “more products, more money mind set.” The company wins, and yes the employee wins as well.

Using the Equity Theory to evaluate performance – I think has merit. Employees, when compared to others in the same industry, feel good when they believe they are being treated fairly. Employee moral seems to be higher, productivity is typically better, all because they feel they are being treated fairly. Again, the employee wins and so does the company. The employee reaps the rewards (money) due to fairness and equity. I think both the Expectancy Theory and the Equity Theory are great motivators.

2. Forced rankings pit employees against other employees. Depending on the industry, this may be counter productive to what the company is trying to achieve. In the military, we are ranked continuously amongst our peers, but it’s necessary, it’s simply the culture we’re in. In the civilian sector, ranking employees may have adverse reactions. If employees are ranked towards the bottom, they feel the company may be out to get them and claim that others aren’t being evaluated as tough as they are. The first line of defense is “well, you don’t say anything to him/her, why’s that? Why are you always complaining to me? I’m trying my hardest, and still you complain. I didn’t get the same training, you spent more time with him/her, not me….why’s that?” - and the excuses continue. It’s this very reason that the Equity Theory forces employees to have negative reactions when dealing with forced rankings.

3. Given the opportunity to motivate employees, I would use both the Expectancy Theory and the Equity Theory. I feel that...

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