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General Computing Corporation Case Analysis

Autor:   •  April 8, 2012  •  Case Study  •  1,148 Words (5 Pages)  •  963 Views

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General Computing Corporation (GCC) provides diversity training programs to employees to help them appreciate and embrace the diversity in workplace. While, the HR-vice-president realized that employees are not motivated and do not want to put more effort into the training program, most of the employees failed in the exam and would have to retake the training.

In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to take performance. Locke pointed out that goals should be Specific, Measurable, Attainable, Relevant, and Time-bound. Being specific means writing them out, defining them and describing the goals. Measurable means establishing some sort of criteria that will verify when you have reached your goals and will give you that sense of achievement. Goals must be attainable. Realistic goals must be relevant to you as an individual and must be something that you honestly believe in. setting a time-related goal simply means putting a deadline on the goal and thus having something to work towards.

The company’s training program has two important topics to cover, one is diversity enforcement, and the other is employment opportunity legislation. Based on the specific theory, the company should set a specific goal for one training program. It will be better to consider creating two separate training classes for this training program. The goal of the training program is not attainable because it is too optimism to assume that human behavior changes after hearing a one day long presentation. Employees will only retain basic points from training classes, so it would be more efficient to focus on one major point per training session rather than trying to make multiple important points that may not be retained by the employees. Realistic goals must be relevant to employees’ expectation, so the company could make an investigation before setting the goals for the training program and the company would have a better understanding of their employees’ present state as well as how they expect to benefit from a more highly educated workforce.

The expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward, the assessment that the likelihood that the effort will lead to expected performance and the belief that the performance will lead to reward. Valance is the significance associated by an individual about the expected outcomes. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availability of right sources, availability of crucial information and getting the required support for completing the job.

Expectancy theory can be

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