Problem
Two theories from the chapter that could lead to better motivation for Greg's employees include the expectancy theory and the goal-setting theory. The expectancy theory suggests that employees are motivated when they believe that their efforts will lead to good performance and that good performance leads to desired outcomes. The goal-setting theory suggests that people are motivated by specific, challenging goals accompanied by feedback and support. With the goal-setting approach, managers are encouraged to set clear goals that ensure employees are aware of their expected performance (Watson, 2017). Based on the two theories mentioned, changes in Greg's job description that would lead to better motivation for his employees could include:
Create a supportive work environment that helps employees overcome problems and achieve their goals.
Reward employees for good performance and align rewards with the employees' individual goals and preferences.
Set performance expectations and provide feedback to employees to help them understand how their efforts contribute to the organization's success.
Set specific, measurable, and realistic goals for employees to increase their motivation and that are aligned with the organization's overall objectives.
Provide employees with feedback on their performance and progress toward their goals.
Offer mentoring, training, and other resources to support employees in achieving their goals and professional growth.
Other changes that I would make include starting a bi-weekly meeting to allow employees to voice their questions, concerns, and any feedback they may have. This would create a culture of trust and transparency that encourages open communication and feedback. During these meetings, I would recognize and reward employees for their achievements and efforts in the past weeks