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Expectancy Theory is a widely excepted explanation of motivate in which it is believed that there are three main elements of relationships. Effort-performance relationship (Expectancy) which is the perceived probability by the individual that exerting a given amount of effort will lead to performance. An example, if I give my maximum effort I will be recognized in my performance review. Performance-reward relationship (Instrumentally) in which the degree to which the individual believes that performance at a particular level will lead to a desired income. An example of this would be if one gets a good performance review they will get organizational rewards. And Rewards-personal goals relationship (Valence) in which the degree of organizational rewards satisfy an individual’s personal goal or needs and the attractiveness of those potential rewards for the individual. Here, one would ask that if rewarded, are the rewards ones I find attractive?
In the given scenario I would apply the three expectancy theories to satisfy the employees and boost motivation, quality and performance. I would start with training. Some employees under Supervisor A believe they cannot be successful because it requires more dexterity than they believe they are capable of. With enough training and hands on experience these employees that are having difficulty achieving their goals will feel more comfortable with the new process and will work harder because they have confidence in themselves that it really can be done. Second, the employees that do not have difficulty with the process feel that it is not worth putting in the extra effort to reach the production goals. Therefore, for motivation employees would be evaluated differently, based on the production outcome. The margin between those who meet their goals and those that fall short will be clearly defined. As a result those that do well

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