tween their newly learned knowledge and probability assignment, and therefore had little to no change. Scientists thus concluded that there is a positive correlation between education and self-esteem, but that motivation was dependent upon the frequency and ability of the individual to use their new knowledge (Clinton, 1998). Examining how well individuals perform their job responsibilities is a tedious task which many times does not adequately represent the true worth and value of the employee. Much of the focus of these evaluations is designed merely on how well an individual can demonstrate the ability to remain consistent in performing responsibilities within a specified job description. Rarely do they encompass other factors the employee may offer that benefit the organization as well. This can cause employees to feel as though accessory behaviors are unnoticed by the organization and performance-to-outcome expectancy is lowered. Bradt (1996) suggests a method with which managers develop a system of evaluation in which the individual's performance is measured by the effect and overall benefit it has on the organization as a whole. In utilizing Advantage Impact Analysis (AIA), the manager takes steps to explain the overall importance and relevance of the task being preformed to the organization as a whole (Bradt, 1996). Through this practice of sharing information with the employee, a higher probability of valence will be placed on the task. This is especially useful when tasks involving a long duration of time require more motivation on behalf of the individual. By identifying the organizations goals and the individuals contribution towards those goals, the return generated by the employee can be used to assess contribution margin. While reformulating performance appraisal methods is a time consuming task for the organization to undergo, it will aid in an increased motivational environment through higher performance-to-outcome expe...
