Choose ONE theory of employee motivation from Chapter 8 of your textbook:
• Needs Theory
• Expectancy Theory
• Self-Efficacy Theory
• Justice Theories
• Goal-Setting Theory
• Control Theory
• Action Theory.
Your task is to apply the theory creatively, show that you understand it, and make it personal — either by connecting it to your own experiences, to organizations you know, or to an imagined scenario.
This is not a research paper. Instead, you will show mastery through analysis, application, and creativity.
The assignment will be open from August 25, 2025 – October 19, 2025. During the final week (October 13–19), this assignment will be your sole focus — no other assignments will be due. Please plan ahead accordingly, as late submissions will not be accepted except for officially documented, university-sanctioned reasons. Note: last-minute Wi-Fi or technology issues do not qualify as university-sanctioned reasons.
Additionally, we will not formally cover these theories in class until Week 5, but I encourage you to preview the chapter early and begin planning your project. I also encourage you to take detailed notes.
By the end of this project, you should be able to:
• Demonstrate understanding of one motivational theory.
• Apply the theory to a practical, real-world, or personal scenario.
• Think critically about the strengths and weaknesses of the theory.
• Engage creatively, using a format other than a traditional paper.
What You’ll Do
1. Choose a Theory: Pick ONE
• Needs Theory
• Expectancy Theory
• Self-Efficacy Theory
• Justice Theories
• Goal-Setting Theory
• Control Theory
• Action Theory.
1. Explain the Theory (Briefly)
o Provide a clear, accessible explanation of your chosen theory in your own words. Keep this concise — imagine you’re explaining it to someone who has never heard of it. Additionally, make sure you use terminology from the textbook/ video lecture (paraphrase)
1. Apply the Theory
o Apply the theory in a way that feels meaningful and creative to you. Some options include:
1. Connecting it to your personal experiences (school, sports, volunteer work, jobs, or even family roles).
2. Designing a program or strategy an organization could use (a company, sports team, nonprofit, or even a club you imagine).
3. Showing how the theory could guide someone’s personal goal-setting or self-improvement.
o Your application should include practical examples, not just theory.
1. Critique the Theory
o Every theory has strengths and limits. What works well about your chosen theory? Where might it fall short? Why? (Think about different workplaces, generations, or life situations.)
Applying the Theory: A Personal Case Study
During my time working in a fast-casual restaurant, I saw the principles of Goal-Setting Theory in action, albeit informally. Our team faced a recurring challenge: improving our "speed of service" metric, which measured how quickly we served customers from the moment they ordered.
Initially, our manager would simply tell us, "Let's be faster today!" This vague instruction led to little change. We had no specific target to aim for, and there was no way to measure our individual or team progress. The motivation was low, and the results were inconsistent.
Then, our manager changed his approach. He introduced a new system that aligned perfectly with Goal-Setting Theory. At the beginning of each shift, he would post a chart with our target speed of service for the day, for instance, "Serve customers in under 90 seconds." This was a specific and challenging goal. He also introduced a real-time display that showed our average speed for the hour. This provided immediate feedback, allowing us to see how we were doing and adjust our behavior on the fly. We'd see a dip in our average and collectively say, "Okay, let's pick it up!" He also incentivized the goal by offering a bonus to the shift that met the target, which boosted our goal commitment. The results were remarkable; within weeks, our speed of service improved dramatically, and the team felt a sense of accomplishment and control.
Critiquing the Theory
Goal-Setting Theory is powerful because it's intuitive and highly effective in many situations. Its strength lies in its simplicity and practicality. It works well in environments where tasks are straightforward and outcomes are easily quantifiable, such as sales, production, or data entry. The clear connection between effort and outcome makes it easy to track progress and feel a sense of achievement. For goal-oriented or competitive individuals, it can be a significant motivator.
However, the theory has its limits. One major weakness is its potential to be a poor fit for certain types of work or different populations. For example, for a creative team working on a complex project, setting a specific, challenging goal like "create five groundbreaking designs by Friday" might stifle creativity and innovation. The pressure to meet a rigid deadline could lead to burnout and lower-quality work.
It also falls short in explaining motivation for intrinsically rewarding tasks. If someone is passionate about their work and finds it inherently fulfilling, the extrinsic motivation of a goal may be less impactful or even counterproductive. The theory also doesn't fully account for individual differences in self-efficacy or personality traits, which can influence a person's willingness to commit to a goal. A challenge for a modern-day manager is understanding when to apply this theory and when to use a more flexible, collaborative approach to motivation.
Sample Answer
The Theory: Goal-Setting Theory
Goal-Setting Theory, developed by Edwin Locke and Gary Latham, suggests that setting specific and challenging goals is a powerful way to motivate employees and improve performance. The core idea is simple: people are motivated by clear, well-defined goals. A goal should not be vague, like "do your best," but rather specific (e.g., "sell 20 units this week") and challenging enough to require effort, but also attainable.
The theory also emphasizes that feedback is crucial; it helps people track their progress and adjust their efforts. Finally, goal commitment—a person's dedication to achieving the goal—is a key factor in success. When a person is personally invested in a goal, they're much more likely to persevere.