Managing A Demotivated Millennial Employee: An Analysis Using Expectancy And Equity Theories

Millennial

Millennial is defined as a generation Y in which person is born in between year 1980s and 2000. Millennial is also called as echo boomers because they are born in the range of 2000 or 21^st century. Tom is a millennial who was born in the 21^st century and he is part of the HR organization. Accruing to the given scenario there are total 7 persons are working on a new project and Tom is a new employee which also working with 7 people team (Blancero, Mouriño & Padilla, 2018). Tom is a very talent and very experienced person but he is very disappointed and not motivated regarding their work which impacts on the performance of the overall team. Therefore the main purpose of this report is to describe the problem of Tom and evaluate various theories and apply on Tom which can help to reduce the problem of Tom (Collier, 2018). This report is explaining the Vroom’s expectancy theory and Adam’s equity theory and how both theories reduce the problem of Tom. If any person who is suffering from this type of problem then he can reduce the performance of an organization and also demotivate other employees and people. To reduce this type of problem Vroom’s expectancy and adman equity theory can be used and this report describes the strengths and weakness of both theories (Da & Turban, 2018).

A person is defined as a millennial if he was born in between 1980 and 2000. The rate of millennial is increased rapidly in the last few years and Tom is also a millennial because he was born in the 21^st century. It is estimated that the rate of millennial in Australia is increased by 20% in the last few years. Millennial is also called as generation Y and they follow X generation (De & Candela, 2018). Millennial is considered as individuals that reached the 21^st century and according to time article millennial are born between the year 1980 and 2000. It is observed that 50% of millennial are considered as politically unaffiliated and 29% of millennial are considered as religiously unaffiliated. Millennial are developed many advanced technologies and improved computer system and graphical users interface (Engelen, Weinekötter, Saeed, & Enke, 2018). Tom is joined recently and he is the very talented person but the main problem with Tom is he is less motivated so he is not working properly. Therefore Tom impact on overall performance and he is also demotivated other people so this is a very serious problem for an organization. There are many people in Australia they are very talented and experienced but they are not motivated which is a very biggest problem for any organization because they reduced efficiency and performance of an organization and Tom is one of them (Fοx, Ioannidi, Sun, Jape, Bawono, Zhang, & Perez, 2018).

Millennial people have been characterized in various different ways and on the negative adjacent millennial people are defined as very lazy, demotivated, switch jobs, narcissistic and prone to switch jobs again and again. According to Ron Alsop, the rate of millennial are increased rapidly in the last few years and they are very lazy and demotivated (Kennedy, 2018). According to the given scenario, Tom is very lazy and demotivated person but he is very talented and experienced person so this is one of the biggest problems of Tom which can impact on the overall performance of the team. Tom team members are suffering from this problem and they observed that Tom does work properly he always demotivate other persons. According to the study of 2012, it is observed that millennials are more politically disengaged and civically and they only focus on materialistic values and they are less concerned about helping of another person. Millennial is more emphasis on extrinsic values like fame, image, money, and they are very less emphasis on intrinsic values like work in a group and self-acceptance. There are many other characteristics of millennial such as multi tasters, connected, tech-savvy; they want instant gratification, flexible, collaboration, transparency, and career advancement (Li, Hardesty, & Craig, 2018).

Characteristics of Millennial

There are many processes through which managers can motivate their employees such as communicate with employees, provide education and training programmes, prioritize community service, develop strategies for employees performance, provide encouragement and regular feedback, provide more flexibility, provide professional and educational development, and provide them time for private plans and projects. All these processes can be used for Tom to motivate and increase the overall performance of an organization.  

Vroom’s expectancy theory is defined as a theory which was established by victor vroom in the year 1964. The main objective of this theory is to motivate people by providing programmes and strategies. There are main three key factors of Vroom’s expectancy theory such as expectancy, valence, and instrumentality. This theory provides a platform to increase the efficiency and performance of an organization and also motivate employees and workers. This theory uses a formula to measure the overall motivational force which is given by

Motivational force = Expectancy x Instrumentality x Valence (Lloyd, & Mertens, 2018).

This is about what people and employees expect from their efforts and how employees increase overall performance. An organization can provide a platform to find key factors to motivate their employees after that they increase overall performance. Victor Vroom shows that if any person gives this 100% or delivers more effort than he can increase the efficiency and performance of any organization. Staffs can be enthused to make an exertion by contribution them a spicy carrot if they widespread their job correctly and rapidly (Manuel, Grewal, & Lee, 2018).

Every worker is a pinion in the machine and an instrument that adds to the business results. From that point of view, instrumentality isn’t hard to get a handle on. It’s about the worker’s execution being sufficient to accomplish the coveted outcome. An association can fortify this by really following through on guarantees of extra rewards, for example, rewards or advancement. The representative needs to trust that in the event that he performs well, thankfulness will appear for the outcomes. Straightforwardness all through the reward procedure is an imperative condition for instrumentality (Pritchard, 2008).

The final outcome that people or worker achieve is valued differently by every person and this is totally based on their own basic requirements. It is very best idea for any company to determine what an individual person values and what are their personal requirements and it is identified that one value is money and other values are more weeks off.  

This theory can be applied to Tom because he is demotivated and lazy person and he reduced the performance of an organization. Therefore, if the manager of his organization find what are his values and requirements and work on their values then they can increase the performance of an organization (Yao, Locke, & Jamal, 2018).

The theory of equity focuses on measuring whether the delivery of funds is reasonable to both interpersonal associates. According to this theory of equity is determined by comparing the portion of rewards and cost for every employee. The equity theory was developed by J. Stacy Adams in the year 1960 and it is also called Adam’s equity theory. The fundamental structure of this theory is completely based on the ratio of input to output or results. Input is defined as the contribution process which is made by the worker or employee of an organization. It is observed that two employees do not have to receive equal benefits and contribution and they can reach a certain level where the ration of contribution and benefits are equal (Sutcliffe, & Dhakal, 2018). According to this theory when any employee feels honestly they are more perspective to be motivated and when they feel unreasonably treated they are very inclined to sentiments of offense and demotivation. Workers look to keep up value between the information sources that they convey to an occupation and the results that they get from it against the apparent data sources and results of others. The confidence in value hypothesis is that individuals esteem reasonable treatment which makes them be spurred to keep the decency kept up inside the connections of their collaborators and the association.

Theories

The main objective of this theory is to find key factors which reduce motivation in employees and find a relation between the contribution and benefits of any employee. This theory provides a relation between input and output in terms of benefits and contribution. There are many inputs in this theory which are following

• Effort
• Hard work
• Commitment
• Loyalty
• Skill
• Adaptability
• Ability
• Flexibility
• Determination
• Personal sacrifice

There are many outputs involve in this theory which is following

• Rewards
• Salary and benefits
• Intangibles
• Reputation
• Praise
• Responsibility
• Stimulus
• Job security

In the given scenario, the expectancy theory is more effective than compared to equity theory from the perspective of Tom. Since Tom is a millennial, he has different personality traits than compared to other employees. One of the key traits is the focus of the work itself and how it benefits a large number of people. Based on this trait, Tom has a certain expectation which the company can rely on to motivate him. The HR department should focus on fulfilling his expectations to motivate him in order to achieve desired results (Warner, & Zhu, 2018).

The vroom’s expectancy theory can apply for Tom because Tom is very demotivated person and he does not work properly and reduce the overall performance of their organization. According to give scenario Tom is working with 7 people team on a project and he is new in this organization but the problem of Tom is that he is very demotivated person. Therefore we can use this theory on Tom because this is one of the best platforms to motivate Tom and increase the performance of their organization. According to this theory if manager increases expectation and values of Tom and provides an environment where he can work properly and increase flexibility than a manager can increase the performance of Tom and also motivate by communicating with Tom regularly (Virtanen, & Elovainio, 2018).

According to Adman’s equity theory, the equity can be determined by the comparing of cost and rewards of every employee in an organization. This theory can be applicable to Tom because he is disappointed and demotivated person and manager can motivate Tom by the theory of equity (Wall, & Singh, 2018). According to this theory if the manager increases cost and rewards for Tom and provides more flexibility then they can increase the performance of Tom. Tom is millennial and every millennial is very lazy and they want more flexibility so if we provide values and contribution to Tom that he can improve his performance and efficiency. The structure of this theory is based on the ratio of input and output where the input is efforts and flexibility and output is rewards, and incentivize. Therefore if manager increase flexibility, improve cost and rewards, give more values rather than other employees and provide proper training to Tom that they can motivate tom and also increase overall performance (Warner, & Zhu, 2018).  

Conclusion

Any person is defined as a millennial if he was born in between the year 1980 and 2000 and millennial also called as generation Y. According to the given scenario, Tom is one of them and he is a very talented person but the main problem of Tom is that he is very demotivated through which he reduced the performance of their group team. There are main two theories are used to motivate Tom such as vroom’s expectancy theory and Adman’s equity theory. This report described both theories and their advantages and disadvantages and role of these theories to motivate Tom. The manager should increase their values and provide an environment where Tom can work without any force and increase flexibility through which they can increase the overall performance of their organization.

This report described the problem of Tom and also evaluated two motivational theories through which manager can increase the performance of their organization and efficiency of Tom. Tom is a millennial and he is very demotivated person so the manager can make short goals and target for Tom and provide rewards and incentive after every achievement because which give a confidence in Tom and increase efficiency. The manager can monitor his overall performance and prove a platform where he can earn more money and incentives.

The manager should identify the skills and talent of Tom and after that, they can provide projects according to their knowledge and talent. The management system of their organization should provide projects accruing to their flexibility and talent through which they can develop confidence in Tom. Provide an environment where he can work without any force and they can provide autonomy and task-oriented projects rather than time oriented which can improve the overall performance of Tom and their group members. Manager and other senior employees should appreciate their work and performance and also recognize their workability through which they can develop confidence and Tom can motivate from these all things.  

References

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