Final answer:
Managers must clearly communicate job expectations and how those link to rewards based on Expectancy Theory. This ensures employee understanding of performance goals and motivates them to achieve these goals, particularly in a Theory Y environment that encourages participation and initiative.
Step-by-step explanation:
The first thing managers need to do in contrast to Expectancy Theory is to ensure that their employees understand what is expected of them in terms of performance and outcomes. According to Expectancy Theory, an employee's motivation is influenced by their belief that their efforts will lead to performance and that this performance will be rewarded with desired outcomes. Therefore, it's critical that managers clearly communicate expectations and the link between performance and rewards. This can be a challenge in a Theory X environment, where there is a presumption that employees are inherently lazy and need to be strictly directed and controlled. In contrast, within a Theory Y approach, which values employee input and initiative, managers work collaboratively with their teams to set goals and involve them in decision-making processes.
In the context of a new job, managers should provide guidance on the organizational structure, set measurable goals for different stages of the employee's first year, and encourage them to observe workplace norms and behaviors. Over time, it's important for employees to gauge their manager's personality and priorities to foster a collaborative and successful working relationship.
For the employee's part, showing initiative and proactively handling problems when possible is highly valued. This proactive behavior signals to management that the employee is capable of meeting and even exceeding their job expectations.