Job satisfaction is a cardinal driver to corporate success. It is clear that at Perfect Pizzeria employees are dissatisfied with their work environment. In order to get the better of occupation dissatisfaction. one might act upon employee motive by using the anticipation theory – the theory of motive that suggests employees are more likely to be motivated when they perceive their attempts will ensue in successful public presentation and finally. desired wagess and results ( McShane and Travaglione 2007. p146 ) .
The effort-to-performance ( E-to-P ) anticipation is the belief that increased attempt will take to increased public presentation. In the present instance. the company has no systemic standards in hiring and formal preparation for troughs cut down the capableness of executing the occupation successfully. Besides. the indistinct function perceptual experience for dark directors to execute regular employees’ responsibilities and for helper directors to larn clerking and direction cut down efficiency. In order to beef up the individual’s belief that s/he is able to execute the undertaking. the company should choose the appropriate individual with the needed accomplishments to make the occupation and to clearly pass on the undertakings required for each place. Furthermore. directors should supply the necessary support to acquire the occupation done and to make work force harmoniousness.
The performance-to-outcome ( P-to-O ) anticipation is the belief that public presentation at a certain degree will ensue in the attainment of results. The instance suggested that employees are non reward based on their public presentation as they merely earn the lower limit pay. On the other manus. troughs are rewarded based on the per centum of nutrient unsold or damaged. which is non extremely correlated to public presentation. In order to increase the belief that good public presentation will ensue in valued result. the company should transparent the procedure that determines employee’s wages and explicate the result that will ensue from the coveted public presentation. Most significantly there should be an accurate step of occupation public presentation in topographic point.
The result valency ( V ) is the importance that the single topographic points upon the expected result. Employees may chiefly motivated by money and equality. which is deprived at the present state of affairs. In order to guarantee wagess are valued by employees. the company should administer fillip for coveted public presentation and promote equity within the company.
The MARS theoretical account of single behavior high spots four factors that influence employees’ behavior and explicate the current resulting public presentation ( McShane and Travaglione 2007. p36 ) . The inequality of wages to public presentation discourage attempts ( motive ) . the mismatch of single competences with occupation requirement undermine employees’ public presentation ( ability ) . the replicate of responsibilities between dark directors and regular employees and helper directors dimmed their assigned undertakings ( function perceptual experiences ) . and the retaliatory steps between directors and employees restrains employees to accomplish their public presentation potency.
To get the better of the motive job. the company should advance equality in the distribution of wagess. The Equity theory suggests that employees strive for equity between themselves and other workers. hence positive results and high degrees of motive can be expected merely when employees perceive their intervention to be just – when the ratio of employee results over inputs is equal to other employee results over inputs ( McShane and Travaglione 2007. p154 ) . The first move to set the under-reward unfairness for employees is to do them prosecute in organisational citizenship by mobilising qualified workers to full-time occupation. The company should hold a competency-based wages system in topographic point. When employees show exceeding competency in work force. their wage will acquire increase with the accomplishments demonstrated in order to reenforce the chance of that specific behaviour – positive support. On the other manus. alternatively of holding a per centum of nutrient unsold or damaged bonus strategy. directors should be rewarded based on their public presentation and making. This would be an just solution for both directors and employees.
To get the better of the ability job. the company should choose employees whose bing competences best fit the needed undertakings. This mismatch of ability can be seen where comparatively immature and inexperient directors are executing disputing undertakings. whereas holding extremely educated employees responsible for less ambitious undertakings. A solution for that is to increase the capableness of college qualified employees through occupation design. Having the needed cognition and educational background employees may acquire advance to execute those disputing undertakings. To back up multi-skilling. the company should exert occupation rotary motion by traveling employees from one occupation to another to enable them to larn several occupations.
Furthermore. occupation expansion besides increases skill assortment. and work efficiency and flexibleness. To guarantee high satisfaction and public presentation. employees need to hold liberty every bit good as occupation cognition. As shown in the instance. with the absence of supervisor the unsold or damaged nutrient per centum remained at a low degree. This led us to another of import point – occupation enrichment. The bosom of occupation enrichment is to give employees more freedom. To avoid the abuse of freedom. value congruity within the organisation become important. as such all employees portion a common value to accomplish a common aim.
To get the better of the job of function perceptual experiences. the procedure of end scene is dominant by clear uping employees their function perceptual experiences by set uping public presentation aims ( McShane and Travaglione 2007. p149 ) . The end has to be specific and relevant. For illustration. the function of dark directors is to command the operation in the eventides ( relevant ) and to describe the accurate employee error and burned pizza ( specific ) . Yet the dark directors should be committed to carry throughing the ambitious end set. This refers back to the E-to-P anticipation. the more belief that the end can be accomplished. the more committed the dark troughs are to the end.
Last but non least. to get the better of the tenseness between directors and employees the edifice up of organisational committedness is indispensable. Directors should handle employees with justness and support. in which to recover the benefits employees had – free pizzas. salads or drinks to construct affectional committedness and organisational justness discussed above. In add-on the edifice up of trust is every bit of import. therefore to intimidate with a prevarication sensor ought to be abolished. Employee feel obliged to work for an organisation merely when they trust their leaders. Therefore. with high degrees of affectional committedness employees are less likely to go forth the organisation. and have a higher work motive every bit good as slightly higher occupation satisfaction.
Reference List
McShane. S. and Travaglione. T. ( 2007 ) . Organizational
Behavior on the Pacific Rim. 2nd Edition. North Ryde: McGraw-Hill Australia.
