StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Expectancy theory of motivation - Essay Example

Cite this document
Summary
This means that people can be motivated if an action is followed by a particular reward. From this point of view, the expectancy theory has three…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER98.9% of users find it useful

Extract of sample "Expectancy theory of motivation"

Expectancy Theory of Motivation Expectancy Theory of Motivation A. Explain the three key components and relationships in the expectancy theory of motivation. Expectancy theory is based on the idea that ‘people can make conscious choices about their motivation’ (Williams 2010, p.507). This means that people can be motivated if an action is followed by a particular reward. From this point of view, the expectancy theory has three critical components: ‘valence, expectancy and instrumentality’ (Williams 2010, p.507). These components could be further analyzed as follows: a) valence reflects ‘the level of attractiveness of a reward’ (Williams 2010, p.507). When the valence of a particular task is high, the motivation of the employee to execute the particular task is expected to be high also.

According to Williams (2010) valence, as a component of the expectancy theory of motivation, has another implication: the valence related to a particular task can be considered by an individual as important but for another individuals may be considered as of no particular value (Williams 2010, p.507). This means that the effectiveness of valence, as a component of the expectancy theory of motivation is not standardized. Montana & Charnov (2008) note that in the first phase of expectancy theory of motivation an individual need to be pursued that he will be able to perform a particular task (p.248); b) expectancy reflects the relationship between performance and expected outcomes; this means that if the rewards related to a particular task are important then it is quite possible for an individual to be motivated in order to perform the above task (Williams 2010, p.507). Griffin & Moorhead (2011) describe this component of the expectancy theory of motivation as the ‘performance -to - outcome expectancy’ (Griffin & Moorhead 2011, p.104); c) the last component of the expectancy theory of motivation is instrumentality which shows ‘the preference of an individual for the rewards related to a particular task’ (Montana & Charnov 2008, p.248). In the context of the expectancy theory of motivation, instrumentality reveals the willingness of an individual to perform higher in order to get more rewards (Williams 2010, p.507). In any case, the expectancy theory promotes the idea that motivation can be high only if ‘all three components are high’ (William 2010, p.507). This means that if one of the components is low, then motivation cannot be high even if the other two components are high. B. Explain how the company in the given scenario could apply the expectancy theory of motivation to enhance the motivation of its employees.

The company in the given scenario could use the expectancy theory of motivation in order to enhance its employees’ motivation. According to the scenario, the employees of supervisor A are not convinced neither for their potential to reach the performance required for developing the tasks incorporated in the new production process nor for the relationship between this process and high rewards. Moreover, employees of supervisor A are not convinced that they would be given fair rewards even if they would increase their performance and if they would develop the required tasks successfully.

In other words, in the specific company all three components of the expectancy theory of motivation, as described earlier, are low. In order to increase employees’ performance the company’s managers should focus on all three components of the expectancy theory of motivation. In practice, the following measures would be introduced: a) employees should be asked to participate in an event where the performance of other employees in regard to similar activities is presented; preferable, those employees would be of similar background and experience with the employees of supervisor A; in this way, employees would be convinced that they would be able to perform the tasks incorporated in the new production process.

At the same time, the rewards related to the new production process should be presented to employees, in order for them to decide whether the valence of the new production process is high; b) In the above event also, reference could be made to the rewards that those employees, the employees who participated in the other project, were given, as a result of their performance. In this way employees would be convinced that the rewards related to the new production process are realistic and they are expected to be awarded to those who will perform high in regard to the tasks incorporated in the new production process.

In other words, employees should be convinced in regard to the relationship between the new production process and a series of rewards; c) Moreover, a different plan of rewarding should be introduced in regard to the new production process; rewards should be given partially, for example on a weekly basis, instead of following the end of each task. At the same time, the rewards related to the new production process should be slightly increased, for showing the intention of the company’s owner to provide to employees a fair compensation in case of high performance.

In this way, employees should verify that the promised rewards will be given and that the increase of their performance will be appropriately rewarded.ReferencesGriffin, R., & Moorhead, G. (2011). Organizational Behavior: Managing People and Organizations. Belmont: Cengage Learning.Montana, P. & Charnov, B. (2008). Management. New York: Barrons Educational SeriesWilliams, C. (2010). Management. Belmont: Cengage Learning.

Read More
Tags
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Expectancy theory of motivation Essay Example | Topics and Well Written Essays - 500 words - 1”, n.d.)
Expectancy theory of motivation Essay Example | Topics and Well Written Essays - 500 words - 1. Retrieved from https://studentshare.org/management/1602787-expectancy-theory-of-motivation
(Expectancy Theory of Motivation Essay Example | Topics and Well Written Essays - 500 Words - 1)
Expectancy Theory of Motivation Essay Example | Topics and Well Written Essays - 500 Words - 1. https://studentshare.org/management/1602787-expectancy-theory-of-motivation.
“Expectancy Theory of Motivation Essay Example | Topics and Well Written Essays - 500 Words - 1”, n.d. https://studentshare.org/management/1602787-expectancy-theory-of-motivation.
  • Cited: 0 times

CHECK THESE SAMPLES OF Expectancy theory of motivation

Rotter and Social Learning Theory

Rotter's theory builds upon the expectancy theory of motivation, which was... It was during Rotter's academic position at Ohio State University that he developed social learning theory, which integrated personality theory with learning theory.... This was probably the most major development of his career, and certainly what he is best known for, as the theory impacted the science of psychology a great deal.... Social Learning theory argues that an individual....
3 Pages (750 words) Essay

Effectiveness of the Performance Management

The paper "Effectiveness of the Performance Management" discusses that according to the Improvement and Development Agency, major strategic reviews and revisions may happen only once in a few years.... They may even be held monthly but on a more detailed level.... hellip; It is really quite essential to state that using Performance Management requires dedication and commitment from our managers since it requires looking into deeper details....
6 Pages (1500 words) Coursework

Organizational Behavior and the Individual

The following discussion explores factors that influence individual behavior based on a model developed on the principle of… Further, this model is applied to practices followed at Verizon Wireless that actually shape individual behavior to match organizational goals. Vroom's (1964) expectancy theory of motivation is based on the notion that people consciously choose particular courses of Running head: organizational behavior.... Vroom's (1964) expectancy theory of motivation is based on the notion that people consciously choose particular courses of action, based upon perceptions, attitudes, and beliefs, as a consequence of their desires to enhance pleasure and avoid pain....
2 Pages (500 words) Essay

Organization Behavior - 3

An organization's strategies are said to be successful if they lead to the achievement of desired goals in an effective manner.... Dressler (2004,… ) found alignment of company focus with strategic capabilities and alignment of strategic direction with strategic capabilities to be the two main pillars of organizational effectiveness....
5 Pages (1250 words) Essay

Leadership Scenario

Jonathan subscribes to the expectancy theory of motivation (Werther & Davis, 272).... Alex subscribes to the Equity theory of motivation.... He has an innate understanding of both the nature of the work and the nature of the workers, meaning that he gives more importance to the employee centered theory of leadership.... By making the best use of their work skills and his managerial skills, he can achieve the Leadership and motivation of the of the Leadership and motivation Introduction The management of modern organizations often makes a number of demands on supervisors....
1 Pages (250 words) Case Study

Explain the relationship between performance and rewards

This is in line with the expectancy theory of motivation whereby employees expect to be given something in return for their extra effort (Hegar, 2012, p.... An employee is most likely to get used to external rewards hence views them as a norm thus reducing his/her motivation....
1 Pages (250 words) Essay

What is the best way to motivate employees to perform better

expectancy theory of motivation: Motivating by Altering Expectations.... Internal factors of motivation consist of variables that are directly associated with the work of team members with such dimensions as challenging work environments, autonomy, and responsibility being closely linked with intrinsic motivation of employees.... Indeed, interesting work has been identified as one of the most important internal factors of motivation, while having a sense of ownership concerning the work and output also acts as a major motivating factor....
2 Pages (500 words) Essay

HRM Art - the Right People at the Right Time in the Right Place

The author of the paper «HRM Art - the Right People at the Right Time in the Right Place» gives advice how to hire competent specialists, support their motivation for maximum commitment for the good of the company, find a balance between the needs of the organization and the staff....
12 Pages (3000 words) Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us