The motivation theories in this chapter differ in their predictive
strength. Here, we (1) review the most established to determine
their relevance in explaining turnover, productivity, and other
outcomes and (2) assess the predictive power of each.105
· Need theories. Maslow’s hierarchy, McClelland’s needs, and
the two-factor theory focus on needs. None has found
widespread support, although McClelland’s is the strongest,
particularly regarding the relationship between achievement and
productivity. In general, need theories are not very valid
explanations of motivation.
· Self-determination theory and cognitive evaluation theory. As
research on the motivational effects of rewards has
accumulated, it increasingly appears extrinsic rewards can
undermine motivation if they are seen as coercive. They can
increase motivation if they provide information about
competence and relatedness.
· Goal-setting theory. Clear and difficult goals lead to higher
levels of employee productivity, supporting goal-setting
theory’s explanation of this dependent variable. The theory does
not address absenteeism, turnover, or satisfaction, however.
· Reinforcement theory. This theory has an impressive record
for predicting quality and quantity of work, persistence of
effort, absenteeism, tardiness, and accident rates. It does not
offer much insight into employee satisfaction or the decision to
quit.
· Equity theory/organizational justice. Equity theory deals with
productivity, satisfaction, absence, and turnover variables.
However, its strongest legacy is that it provided the spark for
research on organizational justice, which has more support in
the literature.
· Expectancy theory. Expectancy theory offers a powerful
explanation of performance variables such as employee
productivity, absenteeism, and turnover. But it assumes
employees have few constraints on decision making, such as

bias or incomplete information, and this limits its applicability.
Expectancy theory has some validity because, for many
behaviors, people consider expected outcomes.
Employee Portfolio
Complete one matrix for each employee.
Employee name: __________LR_______________
Self Assessment
Results Summary
Strengths
Weaknesses
How Satisfied Am I with My Job?
Satisfied
Busy schedule
-Mentor
-Focused on career advancement
Am I Engaged?
Satisfied
-Enthusiastic
-Inspired
-Poor concentration.
How Are You Feeling Right Now?
Very positive emotions
-Cheerful
-Delighted
-Unenthusiastic
-Distressed
What’s My Affect Intensity?
Satisfied
-understanding
-emotional
-Impassionate

What’s My Emotional Intelligence Score?
Very satisfied
-social
-persistent
Am I A Deliberate Decision Maker?
Not satisfied
Chooses words
Rash decisions
Employee Portfolio
Complete one matrix for each employee.
Employee name: _________AB________________
Self Assessment
Results Summary
Strengths
Weaknesses
How Satisfied Am I with My Job?
Satisfied
- Busy schedule
-Mentor
-Focused on career advancement
- Not good in improving employee relations.
-poor in making ethical decisions
Am I Engaged?
Satisfied
-Enthusiastic
-Inspired
-Poor concentration.
How Are You Feeling Right Now?
Very positive emotions
-Happy
-Excited

-Fearful
-Sad
-Ashamed
What’s My Affect Intensity?
Satisfied
-Passionate
-understanding
-Emotional
What’s My Emotional Intelligence Score?
Very satisfied
Persistent
-.
Am I A Deliberate Decision Maker?
Not satisfied
Chooses words
Makes rush decisions
Employee Portfolio
Complete one matrix for each employee.
Employee name: _______DDJ__________________
Self Assessment
Results Summary
Strengths
Weaknesses
How Satisfied Am I with My Job?
Satisfied
- Busy schedule
-Mentor
-Poorly enumerated
-Poor working conditions
Am I Engaged?
Very Satisfied
-perseverant

-Focused
-
How Are You Feeling Right Now?
Very positive emotions
-Happy
-Excited
-Fearful
-Sad
-Ashamed
What’s My Affect Intensity?
Satisfied
- Passionate
-understanding
-Too caring
What’s My Emotional Intelligence Score?
Very satisfied
-social
-persistent
-Acts without thinking
Am I A Deliberate Decision Maker?
Not satisfied
Chooses words
Rash decisions
Summary
All the three employees seem to have almost similar
character traits within the workplace. Putting into consideration
they are all mentors and committed in advancing their careers
there is a highly likelihood of making the organization realize
excellent performance. Nonetheless, it is outright that the
employees have their own set of shortcomings which can impact
negatively on the organization’s performance. It is evident that
the three of them mostly make rash decisions. Making rash
decisions within the management can be quite disastrous as it
results to making of misinformed decisions. Besides, one who

makes rash decisions cannot be left to handle delicate matters as
one single mistake can result to the failure of the entire project.
In regard to their engagement within studies, LR and AB should
work out on how to make better their concentration levels. This
is due to the fact that with such poor concentration level, there
possibility of learning the concepts introduced slow is relatively
low, if there is any. Besides, they are expected to pick up new
management strategies from their studies so as to make better
the performance within the organization thus their poor
performance will be a complete letdown to the organization.
In regard to the assessment criteria, the applied criteria can
be considered as relatively inclusive as it has managed to
evaluate the employee’s characteristics in diverse areas in
addition to looking at their overall performance. Nonetheless,
there are diverse improvements which can be made within the
assessment criteria so as to be in the position of coming up with
much better, as well as, detailed results. Putting into
consideration that the present assessment questions are basically
closed ended questions, there is there is the need to come up
with some open ended questions whereby the employees will be
in the position of giving out their true views rather than just
picking on the provided choices. This is due to the fact that
there is high possibility that there are employees who would
have made other more open responses rather than just stating
their level of satisfaction. All in all, as at now, the management
can make us of the tabulated results summary to assist the
employees work out on their weaknesses.
Employee Portfolio: Motivation Action Plan
MGT/311 Version 2
1
University of Phoenix Material
Employee Portfolio: Motivation Action Plan

Determine the motivational strategy or strategies that would
likely be most appropriate for each of your three employees on
basis of their individual characteristics. Indicate how you would
leverage their employee evaluations to motivate each of the
three employees. Describe one or more of the motivational
theories and explain how the theories connect to each of your
selected motivational strategies.
Team Member Name
Summary of Individual Characteristics
Motivational Strategy and Action Plan
Relevant Theory