One of the reasons that make Pay-for-Performance (PFP) plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy/Instrumentality Theory, this is due to: A. Misalignment between rewarded performance and organizational goals. B. Weak expectancy link C. Low valence D. Weak instrumentality link
One of the reasons that make Pay-for-Performance (PFP) plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy/Instrumentality Theory, this is due to: A. Misalignment between rewarded performance and organizational goals. B. Weak expectancy link C. Low valence D. Weak instrumentality link
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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Question
One of the reasons that make Pay-for-Performance (PFP) plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy/Instrumentality Theory, this is due to:
| A. |
Misalignment between rewarded performance and organizational goals. |
|
| B. |
Weak expectancy link |
|
| C. |
Low valence |
|
| D. |
Weak instrumentality link |
Expert Solution
Step 1
The PFP is an exact mix of the HR Procedures, which provisions the optimal Act of the association, & it pays the most execution employees meaningfully differently, comprises special compensation systems for the selected clusters of employees & gives career openings to the best capacities in the association.
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