Cover memo
The company that I work for grows asparagus on 650 acres of land. The name of the company is called Columbia Farms. Columbia Farms is growing financially due to the drought in California and the shortage of asparagus in Mexico and Peru. The shortage of asparagus in those places allows the abundance here in Washington State to be sold at a higher price.
Columbia Farms hires around 250 seasonal employees each spring, from late March to early June. The average age of the seasonal employees is 35 years old. The employees are asparagus pickers. They start early in the morning a work hard labor from 6 hours to 10 hours a day.
The employees are receiving minimum wage at $9.47 per hour. The suggestion that I will propose to Kevin is …show more content…
The author Donald G. Gardner is from the University of Colorado at Colorado Springs, USA. Him along with 3 others conducted a study of 91 employees in a construction company. The participants were from a large vast of job levels in the company. One third of the people were female. The field study involved 3 time periods. The first period obtained pay level data. The second was three months later and employees completed a self-report. The self-report is the employees evaluation of their worth to the company. The third, coming nine months later, performance appraisals were conducted. A weakness of the study was only 62 employees received performance data due to turnover and missing records. The results suggested that pay level could communicate an individual’s value to the company. They proposed that pay level influences performance by the psychological processes. When pay levels were increased the employees had larger organization based self-esteem. They concluded that those who felt more valued are rated as higher …show more content…
In a source I have studied Robert Fudge talks about the expectancy theory. The theory is a process theory of motivation. Motivation is a function of employee’s perceptions of their surroundings and the expectations they form based on perceptions. The second factor in the expectancy theory that Robert explains the performance-outcome instrumentality. This theory is what will likely happen if the wages per hour is used. The factor of the theory is about individual’s expectations based on what they will receive. An employee, who works for straight wages, especially with the hard work of picking asparagus, will have very low productivity, and more employees will need to be hired in order to get all the crops picked. Fudge talks more about once the employees skills keep getting improved then the employee is more likely to have a better connection between effort and performance (Fudge 296-300). Another article I have reviewed also talks about goal setting. This is closely tied to employee’s expectations as Fudge talks about. When employees are committed to their goals the have a high level of performance when they receive a reward (Perry
The company that I work for grows asparagus on 650 acres of land. The name of the company is called Columbia Farms. Columbia Farms is growing financially due to the drought in California and the shortage of asparagus in Mexico and Peru. The shortage of asparagus in those places allows the abundance here in Washington State to be sold at a higher price.
Columbia Farms hires around 250 seasonal employees each spring, from late March to early June. The average age of the seasonal employees is 35 years old. The employees are asparagus pickers. They start early in the morning a work hard labor from 6 hours to 10 hours a day.
The employees are receiving minimum wage at $9.47 per hour. The suggestion that I will propose to Kevin is …show more content…
The author Donald G. Gardner is from the University of Colorado at Colorado Springs, USA. Him along with 3 others conducted a study of 91 employees in a construction company. The participants were from a large vast of job levels in the company. One third of the people were female. The field study involved 3 time periods. The first period obtained pay level data. The second was three months later and employees completed a self-report. The self-report is the employees evaluation of their worth to the company. The third, coming nine months later, performance appraisals were conducted. A weakness of the study was only 62 employees received performance data due to turnover and missing records. The results suggested that pay level could communicate an individual’s value to the company. They proposed that pay level influences performance by the psychological processes. When pay levels were increased the employees had larger organization based self-esteem. They concluded that those who felt more valued are rated as higher …show more content…
In a source I have studied Robert Fudge talks about the expectancy theory. The theory is a process theory of motivation. Motivation is a function of employee’s perceptions of their surroundings and the expectations they form based on perceptions. The second factor in the expectancy theory that Robert explains the performance-outcome instrumentality. This theory is what will likely happen if the wages per hour is used. The factor of the theory is about individual’s expectations based on what they will receive. An employee, who works for straight wages, especially with the hard work of picking asparagus, will have very low productivity, and more employees will need to be hired in order to get all the crops picked. Fudge talks more about once the employees skills keep getting improved then the employee is more likely to have a better connection between effort and performance (Fudge 296-300). Another article I have reviewed also talks about goal setting. This is closely tied to employee’s expectations as Fudge talks about. When employees are committed to their goals the have a high level of performance when they receive a reward (Perry