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Motivation Theory: The Components Of Expectancy Theory

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2.2.3 Expectancy Theory
Expectancy theory is a motivation model based on the supposition that individual people will work depending on his or her perception of the probability of his expectations to happen. This principle represents the idea that motivation is controlled by expectancies and valences. Expectancy is about the probability that a particular behavioral act which will lead to a particular outcome (such as: promotion). Valence is the value an individual places on the expected outcomes or rewards. Expectancy theory is based on the following assumptions:

1- A combination of forces within the individual and in the environment determines behavior.
2- People make decisions about their own behavior and that of organizations.
3- People …show more content…

Locks and his associates consists of the following components:
1- goal content
2- goal commitment
3- work behavior
4- feedback aspects

 Goal Content.
To be sufficient in content, goals must be attainable, specified and measurable. When goals are challenging, the performance became higher as expected. Goals (objectives) must be achievable if they are to be set. Otherwise, employees will only be discouraged to perform well. Goals must be expressed in quantitative terms at whatever time possible. When actual figures to be met are set, comprehension is encouraged and laborers are roused to perform. There must be a time-limit set to accomplish the goals. Therefore more relevant the goals will be towards the company’s mission.

 Goal Commitment
When individuals or groups are committed to the goals they are supposed to achieve, there is a chance that they will be able to achieve them.

 Work behavior.
Goals influence behavior in terms of direction, effort, persistence, and planning. When an individual is provided with direction, performance is facilitated. In trying to attain goals that are already indicated, the individual is provided with a direction to exert more effort. The identification of goals provides a reason for an individual to persist in his efforts until the goal is attained. Once goals are set, the first important input to planning is already in …show more content…

Feedback also facilitates the introduction of corrective measures whenever they are found to be necessary.
3. Alternative Approaches
Motivating people individually and in teams is not necessarily an easy task. There are many reasons why people are demotivated. These reasons could include boredom or lack of interest, or the fact that work seems trivial to them. However, the lack of motivation of the people involved in a team or even individually is not determined by the work available to them, but by the environment created by the leader. Therefore, by creating the right environment, individuals will be motivated, happy, and very easy to cope with in the work place.
Therefore, there are many ways to create the right environment for a team or individuals as a leader rather than just a manager, and these will be discussed in this section.
• Lead by

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