Evaluating your organization’s reward system
Organizational reward systems vary in effectiveness. The purpose of this exercise is to measure key characteristics of your organization’s reward system and evaluate its effectiveness. The diagnostic “tool” you will be using is expectancy theory. If you are not now employed, you can use a previous job, or as a last resort, give the survey to an employed person to answer.This assignment will be graded on a 100-point scale. Ten points will be deducted for failing to provide an answer to #1, #4, #5, and #6 (i.e., 10 points will be deducted for each non-answered item). In addition, points will be deducted (up to 15 points maximum) for failing to answer item 7, or for giving an answer to item 7 that doesn’t make sense or that doesn’t respond in a plausible way to the results you have obtained. This assignment will be worth 4% of your overall grade in the course.
1. On a 100-point scale (1 = extremely ineffective; 50 = average effectiveness; 100 = extremely effective), rate the effectiveness of your organization’s reward system. This rating should simply reflect your own judgment about how effective your reward system is. Effectiveness is defined as how much motivation, both short- and long-term, the system brings out in you.
Your judgment of reward system effectiveness: ______________
2. Answer the expectancy theory survey shown on the following 2 pages. This survey is also posted on BB (“Expectancy theory survey”). You will need to print this survey from the BB posting (Expectancy theory survey) under Content to answer it