Motivation Theories Companies try to gauge a locale’s ‘work-ethic’. It means they are looking to find high-morale, loyal workers who would be thrilled to work for a company like Boeing. Employers are really trying to find a work force that’s capable of responding with high morale and loyalty to professional managers. This statement of Jim Bruce, president of Business Facility planning Consultants is relevant to the Boeing case. Boeing is searching for high-morale employees who will be proud to work for the company.
We think that there are two parts of two different motivation theories are relevant. To our opinion the Vroom’s Expectancy Theory can fit into the case. If people believe that increased efforts will lead to improvements in performance, they are really having some pleasure in their job. They know when they are doing better, improvements will follow.
So the moral can grow by giving rewards for their efforts and work. When you are a morale employee you are very satisfied in doing your job, so you get loyal too. On the other hand we think that the Goal Setting theory is also relevant. People at work are always trying to achieve a particular goal, an assigned or a participative goal. When they achieve their goal they are very happy about that. It gives them pride and they want to do the same thing for their next task.
The Essay on Expectancy & Goal Setting Theory
“The application of both goal setting and expectancy theory principles help to enhance employee performance”. To what extent do you agree with this statement? Process theories are theories of motivation that emphasizes on how we make choices with respect to goals. Content theories concern with ‘what’ motivates people while process theories concern with ‘how’ motivation occurs. Major process ...
You get, at this way, high-morale employees (especially for participative goals) and who are loyal. The issue with labor isn’t so much whether it’s $15 an hour in one place and $12 an hour in an other. It’s what kind of return do you, as an employer, get for that wage? There can be wide variations. So Boeing is paying the wages for everyone, buy they just want to know what they can get back for it.
Just paying everybody does not may any sense, they want to see what the employee is worth. Employees are partly motivated by recieving rewards. We believe that the Vroom’s Expectancy Theory is connected to this one. The believe of performance that is related to reward is important. When workers get their pay-check as a reward, they are motivated. Wages are not they main cost of the company, so when Boeing is paying more to an employee, they want to know what the worker can give.
The morale will get higher. High-morale will lead to loyal workers.
