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Goal Setting Theory Vs Expectancy Theory

989 Words4 Pages

Compare and contrast any two HRM theories and any two HR models.

The Victor Vroom’s expectancy theory is a motivation theory and it has three core components for the motivation of employee considering Expectancy, instrumentality or performance–reward relationship, valance and based on assumptions (Vroom, 1964). Identifies with a people conviction that by applying a specific measure of exertion they will accomplish a specific level of execution which is expectancy also known as an effort-performance relationship. Instrumentality or performance-reward relationship depend on every individual employee who believes how much amount of their work efforts will lead to desired outcomes (Robbins, Judge, Millett, & Waters-Marsh, 2008). …show more content…

Goal settings theory sets clear goals for the employee while Expectancy theory relies on the employee who decides their own goal according to desired outcome. When Contrasting goal-setting theory to Expectancy theory considering the elements of individual performance to organization performance, goal setting theory can be applied in various settings. Goal setting theory is open theory and can be used for individuals or groups in any company with control over the outcomes (Locke, & Latham, 2006). On The other hand, Expectancy theory has limitations that in numerous associations compensate isn 't specifically connected with execution, it is all the more much of the time identified with different parameters, for example, position, ability level and level of obligation (Juneja, 2018; Robbins et al., …show more content…

It can be accomplished by four different C’s, which are commitment, competence, the degree of congruence between organizational goals and cost-effectiveness of the HRM approaches. It is a "soft" approach of HRM, since it follows and impacts the HRM practice to strategies, representative impact, association structures and rewards. They recommended two HRM qualities highlights: Line troughs are more in charge of HR methodology and approaches and HR represents on how HR exercises are created and executed in shared ways (Armstrong,2016). This model is made out of stakeholder interests, Situational factors, HRM arrangement decisions, HR results and Long haul outcomes. Harvard model gives a connection between SHRM choices, the business condition and authoritative execution (Agyepong et al.,

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