Although not the best solution for morale, the company could change the way the employee earns, making pay dependent on share produced. For example; each day has a set dollar amount for an employee and for each unit required for the quota it is divided into a percentage by that dollar amount. If the employee does not meet the quota, the remaining percentage is not included in the paycheck, but since each unit is a percentage, exceeding the quota can greatly reward the employee. Supervisor A should also interview and socialize more with his employees. The part of the scenario where Supervisor B has informal discussions with these employees makes Supervisor A's poor management style stand out like a sore thumb. Part of the problem may stem from the way Supervisor A treats employees, and this could easily be corrected by top management or simple training courses for managers and supervisors. The expectancy theory of motivational strength, although subtly complex due to its interaction with the human condition, is an excellent way to explain motivation in the workplace. With it, we can identify how individual effort, performance, rewards and goals can encourage growth within a