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Memorandum On Motivated to Fail Diversity Training Revisited

Subject: Pricing Management

Paper Model: APA

Paper Type: Assignment

Total Words: 1643

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Document Outline

Summary
Problem
Expectancy theory of motivation
Goal setting theory of motivation
Reinforcement theory of motivation
References

 


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To:  WestLake Computing Corporation

From: Organization change consultant

Dated: 04, April 2015

Subject:

 

 

Summary

WCC is catering the problem from the management such as CEO and the employees too. Where, the CEO is not Committed to efficiently participate such program cannot be successful. She objected on early arrival surely the other employees would also have problem with the timing. The main problem, which is also addressed by some of the employees that they are not clear about the implementation and the purpose of the training,

Problem - The observation shows that the problem lies on both the employee side and the HR side. Both are required to be rectified, employees should be motivated by reward and punishment systems and the HR team need to make their self-assessment to cover the problems. The management must put full of their contribution to the program to make it successful. Those employees who are not motivated can be motivated rewards others who do not want to participate must be punished so the best outputs can be obtained. they must be, conveyed the objectives of the training program through SMART.

Expectancy theory of motivation

HR team must also go through their self-assessment through expectancy theory to achieve the training motives and find out the expected outcomes.  They must assess their own performance and contribution to the training program. They must find that how much effort is need to be put in to the training program. In addition, what the outputs they can gain through the contributions and effort they put in the program. Are the employees are performing at desired level to attain the desired results and get the 25% employee passed after each training session period. If they will plan so with consistent effort, they will get good results. This is to be done on continuous basis to avoid waste of time and get the training motives. If they will set that that their performance must be at slandered that after each session about 25% employee succeed to pass the exam they will steady reached to the goal of hundred percent on the same time . They will also be able to rank based on the understanding level .i.e. if an employee passed in first attempt then he can be ranked at top and if an employee passed the exam in fourth or fifth attempt, he will be ranked at fourth position. On the same time HR team may also asses their effort level if 20% employee passed in one attempt then they need to make improvement in themselves to achieve 25% passing rate in single attempt. To gain the desired performance from employee side their contribution to the program is essential. As much as the questions will be raised from the employee side, it shows more their contribution. For this purpose, they may select some of the talented employees. Who somewhat succeed to understand and pass the exam. Ask them to sit in-between the employees and raise questions to develop the interest of the employees in training program and transfer their information to the employees who failed to pass out the exam.


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