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Supervisor A’s employees are clearly suffering from a lack of motivation. Some of them are certain they cannot be successful with the new process for whatever reason. Others, who have the skills to do it, don’t want to put in the extra effort, because they don’t think it’s worth it.
On the other hand, management isn’t doing anything to reward the employees either. They haven’t offered them any increase in salaries or bonuses based on performance or for meeting production goals. Whatever they are offering in the way of bonuses is so small that it doesn’t push employees to put in the extra effort.
There are a number of things management can do to improve moral. The obvious one is to dangle the proverbial carrot on the stick: offer an enticing reward. Instrumentality, one of the three components of Vroom’s theory, is the belief that a person will receive an apt reward if he completes his tasks successfully. The company needs to make the switch to the new process rewarding either financially or by promoting workers to more supervisory positions.
Closely related to Instrumentality is Valence. Every employee has goals, needs and values. If the reward he is being offered does not help him get closer to his goals, he will not put in the required effort. In our example, the company does offer bonuses, bu