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LET1 Task 1

A.
The three components of Expectancy Theory are the Effort-performance relationship, the Performance-reward relationship and the Rewards-personal goals relationship. (Robbins, Judge, 2013)
The effort-performance relationship says that the individual perceives the amount of effort exerted will result in a higher performance achieved. If the skill level or ability of the individual is low (or perceived as low), the performance may not be as high as expected. The employee may need additional training or knowledge to be more efficient in his position to reach the desired performance level.
The performance-reward relationship says that the individual can be rewarded in other ways besides performance, such as seniority, being a ‘team player’ or other benchmark. This can lead to lower performance as the rewards for the effort exerted are not as beneficial to the individual. By giving an employee performance based rewards, their productivity is increased.
The rewards-personal goals relationship says that the individual weighs the rewards in regards to their personal goals. If an individual is looking for a pay raise, but rather gets a few words of praise and a ‘ap on the back’, it might be less motivating than a raise or a promotion. By having a clear rewards system and path, employees will be motivated to obtain those rewards through higher performance.

B.
The company in the given scenario could improve the motivation of doing several things. First, increase training of the employees to help them be more efficient and learn better techniques in the process to increase hand dexterity. The employees would gain the knowledge and techniques to be more successful.
Second, have a better performance based bonus system. Not only pay for meeting production goals, but for exceeding them without overtime. Make the rewards more enticing for the individual...

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