Question

Your next meeting is with Hilde, a sales associate in the footwear department. She, too, seems to be indifferent to her job, but her reasons appear to be quite different.

"Have you looked at our commission plan?" she asks. "It's so convoluted that I don't think any of us understand it.
Some goods have higher commission rates and some have lower commission rates. Oh, and we get a lower rate until we hit one target and then it's a higher rate, but then there are also quarterly targets and who knows what else. None of us can figure it out. Maybe if you made the commission plan simpler, we'd try to sell more. Instead, I just come in here and do my job and sell whatever because I've never been able to figure out what I've earned until I see my paycheck."
In terms of expectancy theory, what appears to be the reason for Hilde's lack of motivation?
Select an option from the choices below and click Submit.
a. Rewards-to-personal goals issue
b. Effort-to-performance issue
c. Performance-to-reward issue

Answer 1

Hilde's indifference may be related to either an effort-to-performance issue or a performance-to-reward issue, both affecting employee motivation and job satisfaction. Performance evaluations are critical in addressing these concerns, setting goals, and providing feedback for career growth. The relationship with one's manager is essential for navigating and improving upon workplace issues.

Step-by-step explanation:

When considering Hilde’s indifference towards her job in the footwear department, it is crucial to analyze whether her lack of enthusiasm is due to an effort-to-performance issue or a performance-to-reward issue. An effort-to-performance issue arises when an employee does not believe that their effort will lead to the desired level of performance, which may stem from a lack of training, resources, or clear expectations. Conversely, a performance-to-reward issue manifests when there is a disconnect between the employee's performance and the rewards or recognition they receive, which can affect their motivation and job satisfaction.

Your manager plays a pivotal role in recognizing and addressing these issues, potentially through performance evaluations. Such evaluations provide a forum for discussing job responsibilities, concerns, and setting goals for future performance improvement. Feedback from these evaluations should be taken seriously as managers' recommendations can impact raises, promotions, and job references, thereby influencing the employee's career growth and satisfaction.

When preparing for a performance evaluation, it's advisable to review your work plan, assess goals met, and articulate future work goals. Taking action post-evaluation is crucial; implementing feedback and continuously seeking improvement can help mitigate issues related to effort-to-performance and performance-to-reward. Ultimately, maintaining a positive and productive relationship with your manager is key for career development and job satisfaction.