HR Team Project 
MHR405 section 102
Chili Project Case Study
Friday, November 21,2014
1.
Page 1
1)
Use Expectancy Theory to explain why the students’ motivation declined to such an extent that they destroyed bottles of chilli sauce.
The Students John, Bill, and Robert reached a very low point of motivation that resulted in retaliation toward the company. The expectancy theory explains that motivation is based on achieving goals with the highest payoff (McShane, 2012). This theory is based on effort and performance, which ultimately determines the outcome of a task or duty. When looking at EtoP Expectancy, we see a clear correlation between the effort level of the employee and performance level. Pertaining to the EtoP expectancy, students in the case reached this low point of motivation because after putting in as much effort as possible in the line situation, they realized that all the effort they put would be sabotaged by the other foreign workers in the line. Thus, making the employee feel as if there best efforts will never get them to the performance level needed to complete the job. This case situation also connected to PtoO expectancy, which connects a specific performance level to a certain outcome. The specified outcome of the line was to remove and stack the ketchup bottles quickly as possible without any boxes falling off the line. The students felt that at any performance level the outcome would still result in crates falling off the line due to the counterproductive actions of the foreign workers. The probability of success was solely in the hands of the foreign workers, thus making the students feel unmotivated to complete the job because the outcomes did not reflect their efforts. The
Students smashed the bottles in retaliation because they knew that the bottles would be damaged regardless of their performance on the line. In the moment of anger, the students
Page 2
wanted to
Chili Project Case Study
Friday, November 21,2014
1.
Page 1
1)
Use Expectancy Theory to explain why the students’ motivation declined to such an extent that they destroyed bottles of chilli sauce.
The Students John, Bill, and Robert reached a very low point of motivation that resulted in retaliation toward the company. The expectancy theory explains that motivation is based on achieving goals with the highest payoff (McShane, 2012). This theory is based on effort and performance, which ultimately determines the outcome of a task or duty. When looking at EtoP Expectancy, we see a clear correlation between the effort level of the employee and performance level. Pertaining to the EtoP expectancy, students in the case reached this low point of motivation because after putting in as much effort as possible in the line situation, they realized that all the effort they put would be sabotaged by the other foreign workers in the line. Thus, making the employee feel as if there best efforts will never get them to the performance level needed to complete the job. This case situation also connected to PtoO expectancy, which connects a specific performance level to a certain outcome. The specified outcome of the line was to remove and stack the ketchup bottles quickly as possible without any boxes falling off the line. The students felt that at any performance level the outcome would still result in crates falling off the line due to the counterproductive actions of the foreign workers. The probability of success was solely in the hands of the foreign workers, thus making the students feel unmotivated to complete the job because the outcomes did not reflect their efforts. The
Students smashed the bottles in retaliation because they knew that the bottles would be damaged regardless of their performance on the line. In the moment of anger, the students
Page 2
wanted to
References: Conrad, D. (2014). Workplace communication problems: Inquiries by employees and applicable solutions. Cottringer, W. (2006). Resolving Workplace Conflict. Loshali.S., & Krishnan, V. R. (2013). Strategic human resource management and firm Madera, J. M., Dawson, M., & Neal, J. A. (2014). Managing language barriers in the workplace: The roles of job demands and resources on turnover intentions. Newton, J., & Kusmierczyk, E. (2011). Teaching Second Languages for the Workplace. Annual Review Mollahosseini, A., Kahnouji, K., Shamsiyeh, A., & Kahnouji, A. (2014). Assessment of relationship between managers ' power resources and employees commitment of governmental organizations in