Question

Match each situation with the most appropriate process-based motivation theory that you would apply to it as a manager. When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate travel reimbursements from the company to increase her monetary rewards. Equity Theory The company is offering a trip to Bora Bora to the highest performing customer service representative. Although Ben would love to win the trip he isn't motivated to put in his best effort because he doesn't Expectancy Theory Two-factor Theory think that he can outperform his colleagues. You want to better motivate your workers. You start by identifying things that are causing dissatisfaction among your employees and fixing them. According to expectancy theory, people will not engage in motivated behavior unless three things are true. First, they must value the expected rewards, and second they must believe their efforts will lead to performance. What is the third requirement for motivated behavior? They must believe that their performance will result in the desired rewards. The rewards must be distributed equally among all employees. The rewards must be fair. They must believe that they are receiving more rewards than anyone else. Read this brief case study and answer the questions that follow. CASE STUDY It's annual performance feedback time at Allie's Apples, a successful maker of a variety of apple inspired foods. Employees first receive a copy of their performance evaluation via email, then discuss it with their manager within one week analyze any performance issues and set goals for the next year. In addition, raises are given at this time and communicated to employees when they meet with their manager. Sally has been working in marketing for Allie's Apples for ten years. She has a bachelor's degree in marketing and is a high performer. Sally sets high goals for herself, and often works late to get things done. Dave has been working in marketing for Allie's Apples for five years. He is a solid performer, but not as good as Sally despite having a Master's degree in marketing. He often leaves work a little early to play sports with his friends. If Sally gets a higher raise than Dave, she is likely to feel in comparison to Dave. Read this brief case study and answer the questions that follow. CASE STUDY It's annual performance feedback time at Allie's Apples, a successful maker of a variety of apple inspired foods. Employees first receive a copy of their performance evaluation via email, then discuss it with their manager within one week to analyze any performance issues and set goals for the next year. In addition, raises are given at this time and communicated to employees when they meet with their manager. Sally has been working in marketing for Allie's Apples for ten years. She has a bachelor's degree in marketing and is a high performer. Sally sets high goals for herself, and often works late to get things done. Dave has been working in marketing for Allie's Apples foi overpaid solid performer, but not as good as Sally despite having a Master's degree in marketing. He often leaves work a little early t s friends. equitably treated underpaid If Sally gets a higher raise than Dave, she is likely to feel in comparison to Dave.

Answer 1

Match each situation with the most appropriate process-based motivation theory that you would apply to it as a manager:

When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate travel reimbursements from the company to increase her monetary rewards. - Equity Theory

The company is offering a trip to Bora Bora to the highest performing customer service representative. Although Ben would love to win the trip he isn't motivated to put in his best effort because he doesn't think that he can outperform his colleagues. - Expectancy Theory

You want to better motivate your workers. You start by identifying things that are causing dissatisfaction among your employees and fixing them. - Two-factor Theory

In the case of Sally and Dave at Allie's Apples, if Sally gets a higher raise than Dave, she is likely to feel unfairly treated in comparison to Dave. This situation would be most appropriate to address using Equity Theory, which states that people compare their outcomes and inputs (such as pay, qualifications, and job duties) with those of others, and strive to achieve fairness and balance in their social exchange relationships. If Sally perceives that she is being unfairly treated compared to Dave, she may feel demotivated and may engage in behaviors that are detrimental to the company (such as claiming inappropriate reimbursements). To address this situation as a manager, you could consider evaluating the specific factors that led to the pay difference between Sally and Dave, and work to ensure that pay is being distributed equitably based on factors such as qualifications, job performance, and job duties.

Step-by-step explanation: