Employee MotivationMotivation is an important aspect in many organizations. In our organization, motivation is the key to success. When evaluating administrative staff, salespeople, and production workers, each department performs well using different theories. A single theory could not adequately work for all three; therefore, three theories were used. Production workers use the two-factor theory; salespeople use Vroom's expectancy theory and equity theory works for administrative staff. Combining all three theories into one organization helps the organization function properly, while gaining successful motivation at all levels. Salespeople rely on motivation that is accomplished through a process; this method that works best for them is known as Vroom's Expectancy Theory. Expectancy theory, as Victor Vroom states, is a motivation that results in a high performance outcome because of the value placed on the salesperson and their abilities (2003, p. 20). Salespeople are motivated to the extent that they believe “(1) effort will produce acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive” (2003, p. 20). For salespeople to reap rewards or benefits, they must first know the expectations of their position. During this first step, managers will define the necessary training and set their objectives. Managers are also responsible for ongoing monitoring and coaching. Often, this type of monitoring is carried out on the sales floor, which allows you to continue to have a high level of performance. Coaching remains positive so that the salesperson can continue to perform at a higher level. Floor coaching and setting standards help salespeople see and understand required performance levels. It is also up to the manager to choose highly talented people who can achieve the set sales targets. The second phase of Vroom's Expectancy Theory involves the salesperson becoming aware of the different outcomes that can occur with expected levels of performance. . This is also called instrumentality. To help influence this phase, managers should clarify performance and provide positive feedback or rewards consistent with their performance level. If salespeople consider the goal impossible to achieve, then their performance will be poor. I...... middle of paper ......I see inequities when rewards are given.· Communicate clear evaluations of any reward given.· Communicate an evaluation of the performance on which the reward is based. · Communicate appropriate points of comparison in the situation.? (2003, p.19)Research indicates that people who feel overpaid increase the quantity or quality of their work while those who feel underpaid decrease the quantity or quality of their work according to Schermerhorn et al. (2003 p. 19). ConclusionMotivation motivates employees to achieve their desired personal goals and achieve organizational goals. Depending on the person and the position within the organization, different motivation theories can be applied to help them in their achievements. Setting achievable standards and assigning quantifiable goals, while providing positive guidance and encouragement, will result in job satisfaction. This will create a harmonious atmosphere that will increase the value of the organization's most valuable resource, human capital.. 16-22).