Memo.docx(1) Bria Evans Purdue University Global Employee Motivation Memo MEMO T

Memo.docx(1)    Bria Evans  Purdue  University Global   Employee Motivation  Memo  MEMO  TO: Philip Thomas, VP Human  Resources  FROM: Bria Evans, Consultant  DATE: January 31, 2021  RE: Employee Motivation  Mr. Thomas I am writing to you today to discuss the lack or moral and motivation in the company as of late. According to (Bateman, Snell, Konopaske, 2020) for motivation to be high expectancy, instrumentalities, and  the total valence of all outcomes must by high. This means sometimes people lose motivation when  they think they cannot perform to the standards set with in the company. Another reason motivation wanes occasionally is because an employee can do a job well and will know the outcome, but they do not want the negatives to outweigh the positives. Or they believe when the job they were tasked with is complete, no matter  how well they did the job is will not be recognized. One way to help influence motivation is to use the Expectant Theory.  It is the theory that people will behave based on the perceived likelihood that their effort will  lead to a certain outcome and on how highly they value that outcome.  This theory gives managers the ability to find key points to influence motivation. It suggests that if you provide a positive work environment geared towards realistic standards and attainable goals motivation will stay high. This can be done  by providing training, resources and  encouragement. The value of an outcome for individuals changes from person to person. Understa