Motivation is defined as the process of arousing and sustaining goal-directed behavior (Nelson, D. L., & Quick, J. C. p.162 (2011). Expectancy Theory by Victor Vroom of the Yale School of Management is based on the premise that employees will put forth an amount of work and commitment equal to what they expect to receive in return. Compensation structures leverage this theory by allowing employees to earn as much money as they desire, completely based on their job performance (smallbusiness.chro.com). ). "This theory emphasizes the needs for organizations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients” (Montana, Patrick J; Charnov, Bruce H). Effective employee motivation can increase employees' productivity and loyalty; while the absence of it can lead to increased employee turnover.
Making sure that employees always expect future pay raises and potential job promotions keeps them working hard to achieve personal goals. If employees expect little compensation and no growth opportunities in return for their work, it is suggested that they may put forth only minimal effort (smallbusiness.chron.com).
The three components of the theory are valence which is the “value or importance one places in a particular reward” (Nelson, D. L., & Quick, J. C. p.179 (2011). Expectancy is the belief that effort leads to performance and instrumentality is the belief that performance is related to rewards (Nelson, D. L., & Quick, J. C. p.179 (2011).
I believe that this expectancy theory will work in my organization because it is an engineering company that hires only highly skilled employees with over ten years of experience before they can be considered for employment and they are always assigned to a specific project. As the office manager, one of the conditions or requirements in the