The film describes a group of employees of a fictitious company «Initech». Shortly after the start of the film the company hires two consultants named Bob (namesake) in order to help the company reduce its costs. These two Bobs basically interview employees to determine who need to be fired.
CORE ISSUE
Peter is in stress. His work in office reduces his effectiveness because of his stress. Peter knows that he risks being dismissed in the list compiled by Bobs. An absurd accident comes at a time when his girlfriend takes him to the medical hypnosis therapy. The physician-hypnotherapist dies of a heart attack, failing to bring Peter out of the hypnotic trance state. Half-hypnotized Peter declares that he will not work anymore and instead begins to live his dream of doing nothing. His new life takes place under the slogan: "Score at work".
Peter did not hesitate to explain that he considers his job and the entire management «Initech» absurd during an interview with Bobs. Bobs see it as a sign of lack of candor Peter motivation to work on his current position and recommend it to the manager's position.
CHOOSE TWO THEORIES THAT EXPLAIN THE SITUATION
In my opinion, two theories that can be seen are the expectancy theory and the equity theory.
Expectancy Theory
An individual's motivation depends on an individual's expectations about their ability to perform tasks, their belief that positive performance will result in specific outcomes, and the value they place on those outcomes (Valence).
EQUITY THEORY
People are motivated by equity. Thus, perceived inequity of inputs/rewards will motivate people to create equity. This can be done by changing inputs, outputs, perceptions, or quitting.
THEORY-ANALYSIS
The eternal human desire is the desire of freedom and justice. The desire to get a fair assessment of their actions inherent in every person. Justice in people's minds is associated with equality, equal treatment evaluation actions, the results of labor, lack of discrimination. If a person believes that relates to it as to the other, assesses all the same criteria, the person considers it just and of a pleasure. But when equality (according to a specific person) violated if "other" unjustly receive more compensation, the person feels offended, leading to dissatisfaction, reduced its labor activity. Effect of justice, equality, human behavior and its relationship with the organization is subject to the same procedural theories of motivation - theory of justice.
Equity theory is based on the assumption that people subjectively assess a fee to the efforts expended, and the feeling that someone else is marked more and better, often begin to reduce the intensity of work. In addition, due to the inequitable distribution of compensation psychological tension arises in the team, which must be taken off, explained the principle underlying the distribution of rewards to the staff.
The main idea of the theory of equity lies in the fact that man at work constantly compares how his actions or achievements are appreciated compared to the performance and achievements of others. Based on this comparison, people change the nature of their conduct. Let us consider some key terms and provisions of this theory.
The theory of equity argues that man is fundamentally important as the ratio of its regulations with others. If the norm, according to the individual, is met and he feels pleased, then he believes that all is just in the world. If his satisfaction level is lower, he believes that there was an injustice.
The expectations theory is based on the proposition that the existence of an active demand is not the only necessary condition of human motivation to achieve a certain goal. The person must also hope that his chosen type of behavior will actually lead to the satisfaction or purchase of their desired benefits.
Expectations can be considered as an estimate of the probability of certain events of a personality. Most people, for example, expect that the end of the institution of higher education will enable them to get a good job and that, if you work with full return of forces, it is possible to move up the career ladder. Analyzing motivation of labor activity, expectations theory identifies three important relationships: labor costs - the results; results - compensation and a valence (satisfaction with this award). Expectations for the first bundle (3-P) - is the ratio between the input of work and results. For example, a factory worker can expect that if it will produce higher quality products with a minimum of waste, it will allow him to increase his qualifying category. People, of course, cannot rely on the fact that their efforts will lead to the desired result. If they feel that there is no direct relationship between effort expended and the results achieved, in accordance with the expectations theory, their motivation will wane. The lack of correlation may be due to improper employee self-esteem, his poor training or because of the fact that he was not given sufficient rights and possibilities for the task.
Expectations for results - compensations (R-B) is a certain expectation of remuneration or reward in response to labor achievements. Mentioned in the first case, a worker can expect that by increasing their rank he will receive higher wages or become a foreman.
CONCLUDING LOGIC
In the case of an employee of the film, he had a certain expectation that his conduct will bring him results in a rise in the work. Peter Gibbons is a typical office plankton. He is obsessed with work and everything about what he thinks is how to please his boss and get a raise. A key feature of "office plankton" is the inability to see things in isolation from him - to the plankton, - relations. Non-plankton can be set abstract questions such as "Do we make decisions?", "Do we have a good job?", "Are our actions appropriate?", "Is there any way to do better?" - In a non-plankton has a powerful motive, as the interest in the "thing" itself: it all, this thing works? Plankton is still not understood. He knows two things: "I scolded Head, then Head of the bad: I will go dark and complain to his wife" and "Head praised me and raised my salary, then the chief good: going with him to smile and joke."
RECOMMENDATION
Planktons are a rather quiet type of people who can do some work for long time even if they do not like to carry out the necessary instructions. These people are also needed at an enterprise. Any healthy team cannot do without this category of employees. At times nauseating, most unintuitive, but it still very useful because they are very consistent and dutiful.
What conclusions should make the management from theory of justice?
Firstly, as individual perception is subjective, it is essential to share information on who, how, what reward receives or can receive. It is especially important to be clear to all regarding the payment system, an accurate list of the factors that determine the value of wages.
Secondly, people are usually guided by a comprehensive assessment of remuneration and it plays an important but not the only and not necessarily decisive role. Thirdly, ensuring equal pay for equal work is a prerequisite for an effective system of motivation of work.
Fourthly, for successful people managers should not only try to create an atmosphere of fairness, but also know what their subordinates are thinking. For this we need to introduce monitoring evaluation equity remuneration of all employees.
