Expectancy theory of motivation
Brenda’s level of motivation is low which is reflected by the duration she has been in the same position for 6 years. Her response to the supervisor points to lack of readiness to accept responsibility and tendency of evasion (Dean et al. 2015). Her increased level of socialization shows neglect and relaxation which could be attributed to lack of proper motivation.
Brenda is EII which asserts to be the belief that effective performance leads to valuable rewards. Her net preference would be reward and recognition for her loyalty to the hospital over the period of six years.
The reasons for the above could be due to:
To address Brenda’s issue I would introduce loyalty bonuses to all employees who have worked for a period of more than five years (LePine, Podsakoff, & LePine, 2016). Another strategy would be to develop a training, promotion and renewal program among people performing similar tasks depending on experience and performance
- Lack of promotion-having working for such a long time she expects a promotion. Having to take duties from some employees who found her in the job only makes the situation worse.
- Familiarity- carrying out the same duties continuously for a period of 6 years can be cumbersome therefore she finds solace in interacting with the other employees probably because she admires what they do.
Cindy’s level of motivation is high; she is a fresh graduate from prestigious school having performed very well. This makes her feel proud and at a higher level than others believing she is better than the rest (LePine, Podsakoff, & LePine, 2016). This makes her be quick to put blame on other employees in case of failed duties. However her timely execution and extra effort could be making other employees envious making the feel threatened by her brilliance.
Cindy is of EII which is believed that expenditure of effort will lead to an effective performance which is reflected by her response to the supervisor (Dean et al. 2015). Her net preference is timely and complete execution of duties with minimum interruption topped by her inner desire for others to emulate her hard work.
The reasons for the above could be
To address Cindy’s issue, I would introduce team building activities to help increase employees socialization therefore enabling them to work together as a team
- Unsocial behavior-she is a new unfamiliar environment for a period of only 3 months. She is quick to place the blame on others during the third mayday as she fears looking bad and she hasn’t gotten the opportunity to know the colleagues.
- Believe that she is better than the others-she believes in her intellectual abilities therefore finds herself looking down upon the others.
Another strategy would be to introduce a well detailed induction program for all new employees that would enlighten them on the hospitals code of conduct.
Tedjamulia, S. J., Dean, D. L., Olsen, D. R., & Albrecht, C. C. (2015, January). Motivating content contributions to online communities: Toward a more comprehensive theory. In System Sciences, 2005. HICSS’05. Proceedings of the 38th Annual Hawaii International Conference on (pp. 193b-193b). IEEE.
LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2016). A meta-analytic test of the challenge stressor–hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of management journal, 48(5), 764-775.
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