Expectancy Theory Of Motivation

Introduction What is motivation? It is defined as the process that imitates, guides and maintain goal oriented behavior. Mostly, motivation is what cause people to act or achieved the goal (cherry 1). As the manager it is their duty to leads the division to generate the maximum profits to the corporation. In order to achieve the goal, sometimes moderate manipulation can be involved. To understanding the desires of the employee, manager can use it as a motivation to each employees. According to Siegel “a person’s needs or wants and the drives generated by them sensitize him to awareness of particular stimulus conditions influence the way in which he perceives and responds to these conditions (360)”. A great example many companies use to

Vroom, V. (2010, para. 2) states, “the expectancy theory of motivation provides an explanation as to why an individual chooses to act out a specific behavior as opposed to another”. The theory consist of three main components Expectancy, Instrumentality, and Valence. Each components share a similarity when dealing with one who is motivated in seeking greater rewards. The first component is Expectancy known as Effort, when an employee believes that high level of effort will lead to outcome of interest such as performance or success. As an employee you are expected to performance tasks in which a seniority or manager expect you to accomplish. An example, as a server am I able to remember all all my customers orders? While doing these tasks you would probably ask yourself, Can i do it? If I try harder, will I finish on time? I wonder if it matters if I finish on time or not? Will my effort lead to high

When dealing with the expectancy (Effort) of a company or seniority, employees have to know what the job expects of them to perform. The company will provide employees the proper training if necessary in order for one to perform it’s job or tasks. This relates to job fit and why it is important when hiring individuals who are more likely suited for the job based on his or her knowledge, experience, physical, mental abilities and personality. The company needs to know that the individual has the capability to perform the job well. Some ways companies improve its organizational instrumentality (Performance) is to motivate its employees for rewarding them with bonuses or incentives. Having a reward system is the most effective way in motivating employees in the workplace. Bonuses and rewards are the real motivators for “Paid for Performance”. A great example, is you own a car dealership and your car salesmen are paid through commission they will perform as expected when the commission is great; If I sell as much cars as I can for this month the commission will be big! Last, companies and managers should understand it’s employee’s value towards its valence (Reward) when the individual performs to expectation. An example is when an employee seeks a promotion or rise for their hard work. Another example is having better benefits