solved Clif Bar & Company understands that employees cannot be satisfied

Clif Bar & Company understands that employees cannot be satisfied (only dissatisfied) on maintenance (extrinsic) factors such as salary and fringe benefits. Rather, motivators (extrinsic) factors such as meaningful work, job enrichment, and growth potential through job responsibility, autonomy, and development keep employees highly satisfied. It is more than just a job, rather, employees feel a deeper sense of meaning can be derived from the opportunity to have a positive influence on both the company and the community while building a sustainable work-life balance. Founder and CEO Gary Erickson’s vision is “If I want to keep employees passionate and engaged, I’ve got to let them go, to make sure they have time to live their lives, have adventures in the world, and come back refreshed.”
1. Does Vroom’s expectancy theory support Clif Bar & Company’s policies? Why or why not?
2. Are Clif Bar & Company’s methods sustainable, long-term motivators for its employees? Be sure to use theory from the chapter to support your answer.
3. Drawing from your experiences and preferences, would perks and fringe benefits similar to those that Clif Bar offer be an effective motivator for you? Would the company’s development and job enrichment opportunities be a motivator for you? Why or why not?
4. In what ways does human resource management support Clif Bar’s employee engagement techniques?

According to our textbook, Victor Vroom’s expectancy theory proposes that “employees are motivated when they believe they can accomplish a task and the rewards for doing so are worth the effort. The variables of Vroom’s formula are expectancy, instrumentality, and valence. Vroom’s expectancy theory supports Clif Bar and Company’s policies because both rely on rewards to motivate employees to accomplish a task. According to Vroom, the rewards must be worth the effort and in Clif Bar & Company’s case, their motivators are meaningful like job enrichment and growth potential.
2. Yes, Clif Bar & Company’s methods are sustainable because they are long-term motivators that ultimately satisfy its employees. Clif Bar’s motivators are all derived from the ability of employees to have a positive influence on the company, their community, and their work-life balance. Vroom’s expectancy theory holds that “rewards have value to employees” and performance and rewards being tied together. If Clif Bar & Company continues using long-term motivators, they will be able to positively sustain their employees’ satisfaction.
3. Based on my work experiences and preferences, I think Clif Bar’s perks and benefits would be effective motivators for me. Factors like job enrichment definitely motivate me because it’s important to me that I continue to be challenged by my job and interested in the work that I do.
4. Human resource management supports Clif Bar’s employee engagement techniques because those motivators and maintenance factors are ultimately helping to retain employees. These motivators support HR because they fall under compensation, development, and retention.