Although not the best option for morale, the company could change the way the employee earns, making compensation dependent on the quota produced. For example; each day has a fixed amount for an employee, and for each unit required for quota, it is distributed as a percentage of that amount. If the employee does not reach their quota, the remaining percentage is not included in their salary, but since each unit is a percentage, exceeding the quota can greatly reward the employee. Supervisor A should also question and interact more with his employees. The part of the scenario in which Supervisor B has informal discussions with these employees highlights Supervisor A's poor management style. Part of the problem could be the way Supervisor A treats employees, and this could be easily corrected by senior management or through simple training courses for managers and supervisors. Expectancy theory of motivational strength, while subtly complex due to its interaction with the human condition, is an excellent way to explain motivation in the workplace. Through it we can identify how individual effort, performance, rewards and goals can encourage growth within a group.

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