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The behavior a leader directs at an employee can affect employee behavior consistent with the leader's expectations. Leader expectations of an employee may alter leader behavior. [ 18 ] For example, a leader may expect an employee to be engaged in learning activities and in turn, the employee may engage in more learning, consistent with the ...
For example, the expected outcomes of goals are positively influenced when employees are involved in the goal setting process. Not only does participation increase commitment in attaining the goals that are set, participation influences self-efficacy as well.
For example, you can negotiate on benefits, time off and position title. After all, you could set a goal to move up in the company and reach a certain level within a set timeframe. Another goal to ...
If the expectations and promises aren't met to the employee, it can cause dissatisfaction and lead to dysfunctional organizational outcomes. For example, if a company continuously overemphasizes its benefits, job outlooks etc., it will not meet up to the expectations it had previously set for itself, thus lowering trust, which can lead to turnover.
Some examples are decisions for the environment, health care, anti-animal cruelty and other similar situations. In this case, everyone can be involved, from experts, NGOs, government agencies, to volunteers and members of public. However, organizations may benefit from the perceived motivational influences of employees.
The employee compares their inputs relative to outcomes; and, then, extrapolating to the social context, the employee compares their input/outcome ratio with the perceived ratios of others. If the employee perceives an inequity, the theory posits that the employee will adjust their behavior to bring things into balance.
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