Virtual Team Assignment #5
By Group 6
How can the expectancy theory be used to explain the differences in motivation between Alex and Stephanie? What specifics from the case apply to the expectancy theory?
The expectancy theory argues that employees will be motivated to exert a high level of effort when they believe their effort will lead to a good performance appraisal and a good performance appraisal will lead to organizational rewards. This theory can explain the differences in motivation between Alex and Stephanie. Alex is given the same monotonous job to do everyday and he is clearly unmotivated. No matter how many apples he restocks, his effort will be disregarded by his supervisor Dan. Alex says, “ I don’t even care any more. What’s the point? If I stock more apples, or something meaningless like that, what does it get me- another sticker that say good job?” There is nothing that motivates Alex to do his job better. In contrast Stephanie a different supervisor, Jonathan. Jonathan allows different employees to do different tasks every week so they do not get bored. The expectancy theory explains Stephanie’s high level of motivation. For example, Jonathan set a goal for Stephanie to sell ten bottles of truffle oil. If she can sell ten bottles in a week she will receive a seventy-five dollar bonus. Jonathan’s high expectation for Stephanie motivates her to work hard to sell the oil. Stephanie knows that if she puts in extra effort and fulfills this goal, she will be rewarded.
Alex states that he is underpaid for the work he does. What motivational theory does this apply to, and how would it explain Alex’s behavior?
Using concepts from organizational justice, explain why Alex knocks his boss’s lunch to the floor. What should Alex’s boss do to improve the fairness of his treatment?
Alex’s present situation is clearly unfair but it is one that is common in many workplaces today. He is experiencing unfair treatment and his distributive and interactional justices are being violated by his boss. This means that he is getting neither the pay he thinks he deserves nor the respect that he believes is rightfully owed to him as a hard working salesperson. In an ideal situation, Alex would not only be getting the respect and payment that he deserves. Instead he took the liberty of using interactional justice in an abusive way towards his supervisor, Dan, and threw his sandwich on the floor. Instead of taking action like this, which could potentially get him fired if caught in the act, he should use a more democratic, or procedural approach and take it up with the manager of the entire store. If he voices his problem, the worst that can happen is his plea is rejected. On the other hand, if it works he can end up getting a raise and perhaps even getting his supervisor demoted and earn a promotion for himself. In some work environments it is just not to question authority, but in this case it should be encouraged especially if changes will not only help the individual be more productive but the whole market as well.
Using concepts from the emotions and moods chapter, explain why Alex retaliates toward his supervisor. Was his behavior driven purely by emotion, or did cognition also play a role? How so?
Few issues are more intertwined with emotion than that of interpersonal conflict.
Whenever conflicts arise amongst co-workers, emotion is likely to play a significant role. In this case, Alex’s retaliation to his supervisor is clearly due to the fact that he is having a problem with his emotional dissonance. Emotional Dissonance is when your manager tells you to always act courteously, pleasantly and friendly with customers and other employees, but sometimes you are not in a good mood. Therefore you are forced to “fake” an emotion that you really do not feel. Emotional dissonance can take a heavy toll on employees and if it is not taken care of all of the bottled up frustration and anger can lead to exhaustion and burnout. In this case, emotional dissonance led to Alex taking out his frustration on his supervisor.
Compare and contrast Alex and Stephanie in terms of each person’s level of work stress. How might stress affect their attitudes and behaviors within their work environment?
Stephanie experiences minimal stress at work, because she is given different tasks to prevent work from becoming boring, and she is given a lot of autonomy. Alex, meanwhile, finds work very stressful because his duties are repetitive and boring and he does not get along with his supervisor. One can see clearly the effects of stress on their attitudes and behavior within their work environment. The stress that Alex endures and Stephanie does not has resulted in apathy and dissent towards the workplace as opposed to a sense of pride and enjoyment of the work that Stephanie exhibits.
Discuss Alex and Stephanie in terms of each person’s job attitudes (for example, job satisfaction, organizational commitment). What factors might be responsible for any differences?
Alex seems quite apathetic about his job. He doesn’t exhibit any signs of commitment to the organization and he doesn’t enjoy going to work. Stephanie is the polar opposite, because she is highly committed to the organization and takes pride in her work at the store. The reason why there is such a great difference between Alex and Stephanie’s job attitudes is that while Stephanie is given varied tasks and a high level of autonomy and freedom, Alex is confined to working in the produce department and works for Dan, who seems to be constantly “breathing down his neck”. The resulting stress and boredom from his work situation is what makes Alex a less devoted and less happy worker than Stephanie.
