8) Vrooms Valence x Expectancy theory :

The most widely accepted explanations of motivation has been propounded by Victor Vroom. His theory is commonly known as expectancy theory. The theory argues that the strength of a tendency to act in a specific way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual to make this simple, expectancy theory says that an employee can be motivated to perform better when their is a belief that the better performance will lead to good performance appraisal and that this shall result into realization of personal goal in form of some reward. Therefore an employee is : Motivation = Valence x Expectancy. The theory focuses on three things :

Efforts and performance relationship Performance and reward relationship Rewards and personal goal relationship

This leads us to a conclusion that :

9) The Porter and Lawler Model :

Lyman W. Porter and Edward E. Lawler developed a more complete version of motivation depending upon expectancy theory.

Actual performance in a job is primarily determined by the effort spent. But it is also affected by the persons ability to do the job and also by individuals perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards, along with the equity of individual leads to satisfaction. Hence, satisfaction of the individual depends upon the fairness of the reward.

When layoffs hit, the immediate reaction of those left behind is often panic. Overcome this panic and anxiety by developing a plan for what you'd do if you got laid off, too. and at other side if we see expectancy Theory so, expectancy Theory proposes that a person will decide to behave or act irreverently in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will

be.

We can take some Examples there as, # f I spend most of tonight studying will it improve my grade on tomorrow's math exam? # If I work harder than everyone else in the plant will I produce more? # If I practice my foul shot more will my foul shooting improve in the game? # If I make more sales calls will I make any more sales?

Write down all possible factors that could lead to job satisfaction or dissatisfaction of employees in an organization. Answer: There are main two types of work values. The first is intrinsic work values, these values are related to the work itself, such as doing something interesting and challenging or having a sense of accomplishment. Second are the extrinsic work values these values related to the consequences of work, such as having status in the community. Two important work attitudes are job satisfaction and organizational commitment. Job satisfaction is the collection of feelings and beliefs that people have about their organization as a whole. Work attitudes have three components: an affective component and cognitive component and third is behavioral component. Organizational commitment is the collection of feelings and beliefs that people have about their organization as a whole. Affective commitment exists when workers are happy to be members of an organization and believe in it. Continuance commitment exists when workers are committed to the organization because it is too costly for them to leave. Affective commitment has more positive consequences for organizations and their members than continuance commitment. Affective commitment is more likely when organizations are socially responsible and demonstrate that they are committed to workers. Job satisfaction is one of the most important and well-researched attitudes in organizational behavior. Job satisfaction is determined by personality, values, the work situation, and social influence. Facet, discrepancy, steady-state models of job satisfaction is useful for understanding and managing this important attitude. Job satisfaction is not strongly related to job performance because workers are often not free to vary their levels of job performance and because sometimes job satisfaction is not relevant to job performance. Job satisfaction has a weak negative relationship to absenteeism. Job satisfaction influences turnover; workers who are satisfied with their jobs are less likely to quit. People experience many different moods at work. These moods can be categorized generally as positive or negative. When workers are in positive moods, they feel exited, enthusiastic, active, strong, peppy, or elated. When workers are in negative moods, they feel distressed, fearful, scornful, hostile, jittery, or nervous. Workers also experience less intense moods at work, such as feeling calm. Work moods are determined by both personality and situation and have the potential to influence organization bahaviour.

Managers interest in job satisfaction tends to center on its effect on employee performance. Much research has been done on the impact of job satisfaction on employee productivity, absenteeism, and turnover. 1. Satisfaction and productivity: Happy workers are not necessarily productive workersthe evidence suggests that Productivity is likely to lead to satisfaction.

At the organization level, there is renewed support for the original satisfaction-performance relationship. It seems organizations with more satisfied workers as a whole are more productive organizations. 2. Satisfaction and absenteeism We find a consistent negative relationship between satisfaction and absenteeism the more satisfied you are, the less likely you are to miss work. It makes sense that dissatisfied employees are more likely to miss work, but other factors have an impact on the relationship and reduce the correlation coefficient. For example, you might be a satisfied worker, yet still take a mental health day to head for the beach now and again. 3. Satisfaction and turnover Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the employees level of performance. Question # 02 What methods should be adopted by Mr. Usman to express his dissatisfaction and concerns to higher management? Answer: Voice and loyalty are constructive behaviors allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where job satisfaction low is coupled with low turnover. There are a number of ways employees can express dissatisfaction 1-taking the resign 2-Voice 3-Loyalty 4-Neglect 1 taking the resign: Behavior directed toward leaving the organization, including looking for a new position as well as resigning. 2-Voice: Actively and constructively attempting to improve conditions, including suggesting, discussing problems with big boss, and some forms of union activity. 3-Loyalty: Passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism, and trusting the organization and its management to do the right thing. 4 Neglect: allowing conditions to worsen, including chronic absenteeism or lateness,

reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variablesproductivity, absenteeism, and turnover. He should also discuss the main problems these are facing in company with his higher manager. He should also ask reason why he could not promote. Job Satisfaction Job satisfaction is a positive feeling about a job. This is a subjective phenomenon; still there are some discrete factors that play an important role in job satisfaction. Read the below mentioned situation and answer the questions accordingly. Mr. Usman has recently joined a car manufacturing company as a sales representative. He is talented, proactive, punctual, hardworking and always able to meets the sales targets. Unfortunately his supervisor Mr. Bilal has personal grievances with him. He always tries to let him down by finding and forwarding even small errors to the higher management. On contrary, the other employees of the same department are praised and rewarded promptly. This situation affected Mr. Usman deeply when few subordinates got the promotions. As a result, he loses his interest in the job that result in excessive absenteeism and low efficiency. Looking at the case of Mr. Usman: Q.1: Write down all possible factors that could lead to job satisfaction or dissatisfaction of employees in an organization (10 Marks) Q.1: What methods should be adopted by Mr. Usman to express his dissatisfaction and concerns to higher management? (10 Marks) Important Tips 1. This Assignment can be best attempted from the knowledge acquired after watching video lecture no. 1 to lecture no. 9 and reading handouts as well as recommended text book. 2. Video lectures can be downloaded for free from www.youtube.com/vu . 3. If cheated or copied from other students, internet, books, journals or blogs, will be straight away marked ZERO. Schedule Opening Date and Time October 26 , 2010 At 12:01 A.M. (Mid-Night) Due Date and Time October 29 , 2010 At 11:59 P.M. (Mid-Night) Note: Only in the case of Assignment, 24 Hrs extra / grace period after the above mentioned due date is usually available to overcome uploading difficulties which may be faced by the students on last date. This extra time should only be used to meet the emergencies and above mentioned due dates should always be treated as final to avoid any inconvenience. Important Instructions : Please read the following instructions carefully before attempting the assignment solution. Deadline:

 Make sure that you upload the solution file before the due date. No assignment will be accepted through e-mail once the solution has been uploaded by the instructor. Formatting guidelines: Use the font style Times New Roman and font size 12. It is advised to compose your document in MS-Word 2003. Use black and blue font colors only. Solution guidelines: Use APA style for referencing and citation. For guidance search APA reference style in Google and read various website containing information for better understanding or visit http://linguistics.byu.edu/faculty/henr ... APA01.html Every student will work individually and has to write in the form of an analytical assignment. Ideally your answer should be within 200 to 250 words. Give the answer according to question, there will be negative marking for irrelevant material. For acquiring the relevant knowledge dont rely only on handouts but watch the video lectures and use other reference books also. Rules for Marking Please note that your assignment will not be graded or graded as Zero (0) if: It has been submitted after due date The file you uploaded does not open or is corrupt It is in any format other than .doc (MS. Word) It is cheated or copied from other students, internet, books, journals etc ........ Q.1: Write down all possible factors that could lead to job satisfaction or dissatisfaction of employees in an organization (10 Marks) Attitude of a person to his/her work is called job satisfaction. Job satisfaction is the collection of feelings and beliefs people have about their current jobs. Factors in Job satisfaction1. The work itself If the work is satisfactory to the person then he/she feel satisfied for example if the duty technical work taken from the nontechnical person then he will feel unsatisfied. The work should be challenging to the person and relevant to him/her. 2. Remuneration It is the most important part of job satisfaction. If the remunerations are fair then the person will feel satisfied from the job otherwise not.

3. co-worker If the assistants and the staff working under the person, then he/she ll feel more satisfactory and vice versa. 4. Promotion If there are chances of promotion then the person will feel job satisfaction and vice versa. 5. Attitude of higher Authority If the higher authority is not co-operative and supportive as in our case of question, the person will loose interest. 6. Colleagues Attitude If the colleagues are not co-operative and the social relation does not exist at work environment then there will be job dissatisfaction. 7. Job challenges:If the job is dull, ruff and not challenging to the person, then the person will feel dissatisfaction from the job. For example the work of data entry if taken from the programmer then the programmer will feel dissatisfaction from the job. 8. Working Conditions If the work conditions are safe, the employee will feel more satisfied from the job otherwise not. 9. Job Security If there is a culture of eliminating employees without considerable reasons, the employee feel dissatisfied from the job. 10. Risk If there is risk fire, electric shock etc. then the employees will feel dissatisfied from the job. 11. Reward system Effective Reward system let there employees more satisfied from the job. 12. Authority, Power If an employee does not have the authority and power that he deserve then he ll feel dissatisfied from the job.

13. Retirement Benefits If there are reasonable retirement and on job death benefits then the employees will feel more satisfied otherwise not.

....................

Question # 1 : (10 marks) Following are the factors that, if you don't find it in your job, that will cause Dis-satisfaction in your job and you might loose interest: 1- The job isn't monotonous, but allows employees to change pace with varying tasks.

2- The job does not waste a person's time and effort. It has been planned in such a way that it can be done without exerting energy uselessly.

3-Employees are free to plan their work the way they can do it most effectively.

4-Employees believe they have a reasonable degree of authority over how their work should be done.

5-Employees believe they have adequate opportunities for individual growth and recognition.

6-Employees don't feel too closely supervised, over-instructed or rigidly controlled.

7-Employees see their job as an integral part of the whole company and each employee is treated as an individual, not merely a cog in the wheel.

8-The answer to the question, "How am I doing?" comes from the job itself. Thus, employees can correct their own errors and improve their techniques.

9-Superiors offer feedback without causing embarrassment.

10- There should be incouragement and rewards given from the management to an employee for his utmost efforts

adn good work. hence all the above factors mentioned above will lead to job satisfaction..

Question # 2: (10 marks) Methods to be adopted by Mr.Usman to express his dissatisfaction and concern to higher managemnt: How Employees Can Express Dissatisfaction There are a number of ways employees can express dissatisfaction 1-Exit 2-Voice 3-Loyalty 4-Neglect

1-Exit: Behavior directed toward leaving the organization, including looking for a new position as well as resigning. 2-Voice: Actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and some forms of union activity. 3-Loyalty: Passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism, and trusting the organization and its management to do the right thing. 4-Neglect: Passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variablesproductivity, absenteeism, and turnover. Voice and loyalty are constructive behaviors allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where low job satisfaction is coupled with low turnover. Newer Post Older Post

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