Question

All of the following are considered drivers of employee engagement, EXCEPT?

a) An appealing company vision
b) Employee involvement
c) Employee development opportunities
d) Organizational justice
e) Expectancy theory

Answer 1

Expectancy theory is not a direct driver of employee engagement but a motivational theory that explains behavior choices. Employee involvement, employee development opportunities, an appealing company vision, and organizational justice are direct drivers that contribute to an engaging work environment.

Step-by-step explanation:

Among the choices provided, the drivers of employee engagement generally include an appealing company vision, employee involvement, employee development opportunities, and organizational justice. However, expectancy theory itself is not a driver of engagement, but rather a motivational theory that explains why people choose to engage in certain behaviors, based on the expected outcomes. Essentially, while expectancy theory can impact an employee's level of engagement, it is not considered a direct driver like the others that contribute towards creating an engaging work environment.

In contrast, the most predictive factor of overall job satisfaction, as per one of the options given, is not expectancy theory, but rather elements such as autonomy and work content, which can increase employee satisfaction more than financial rewards alone. When employees perceive fair standards and practices within the organization, known as organizational justice, they are more likely to feel respected and engaged. Modernization theory's primary driver, on the other hand, is industrialization rather than expectancy theory.

In the context of leadership, both transactional leadership style and transformational leadership style can influence employee engagement, but these are not directly mentioned in the question. However, transformational leadership, with its focus on charisma, inspiration, and individual consideration, can be a significant driving force for employee engagement and changing organizational culture. Lastly, while the U.S. Equal Employment Opportunity Commission (EEOC) contributes to creating a fair workplace, it doesn't drive engagement directly but ensures legally mandated equal treatment.