Expectancy Leadership Theory

Health and social care in the recent era needs effective leadership and management in order to make their service successful. It is noticed that proper management is required for the change implemented within health or social care organisation because integration of change with the goals is important phase. Health care management and leadership is the growing profession in which opportunities for both indirect and direct care settings has been increasing. Healthcare organisations are considered as the dynamic and complex business setting that needs effective management and leadership techniques or approaches in order to make sure that the individuals are provided with effectual services. While on the other hand, it is observed that various

Moreover, the quality of an inclination to act certainly relies on upon the strength of an expectation that the act will be trailed by a given result and on the allure of that result to the individual. The theory concentrates on three connections: expectancy or exertion-performance relationship the apparent likelihood that applying a given amount of exertion will lead towards performance. Furthermore, instrumentality or performance reward relationship the extent to which the individual trusts that performing at a specific level will lead to a desire result and compensates individual goals relationship the extent to which organisational rewards satisfy an individual goal or needs that might encourage them to perform their part in a more appropriate manner. However, the managerial implication of expectancy theory incorporate serving as motivators, results must be desired by people, and in this manner, the managers ought to distinguish the results for which workers might want to be remunerated. The association between workers' abilities, their conduct, the encompassing environment, and the accomplishment of the occupation ought to be clarified (Goldsmith,

Moreover, these goals direct people's attitude, and once they submit themselves to the goals; more exertion ought to be applied to accomplish these goals. In addition, the managers can use money related impetuses or participation to direct worker's encouragement towards accomplishing the association's goal. Furthermore, the motivating forces and values will influence behaviour only if the goals are made more appealing. However, the fulfilment or disappointment with execution will rely on upon whether the people came to a difficult but fair objective. The execution of this theory for administration is that goal setting may be utilised as a powerful technique for encouraging workers, as long as the goals are obviously characterised and they are fair and there is a sound quality control framework in place. It is additionally critical to comprehend the way people and associations pick goals and the elements that decide responsibility towards the goals (Rollnick & Miller,