...Expectancy Theory Student name: Ho Yin Cheung Student No: N8703019 MGB200 Christine Crawford – Tutorial 9 6:00-7:00 Tuesday Words: 1932 Introduction Employers always want their employees work with the highest performance. In the real business world, Leaders have trying many methods to motivate colleagues do the job well. However, they may fail to motivate their colleagues by many reasons. The expectancy theory can predict the result of the motivation. In this essay, firstly, three components of the expectancy theory of motivation, such as E-to-P expectancy, P-to-O expectancy, and outcome valences will be illustrated. Secondly, there are several limitations of this theory will be outlined. Thirdly, it will then show the real experience. Finally, the recommendations which apply to the case will be pointed out. Literature review Motivation is somebody acts in a certain way caused by someone else. It means someone use motivation as a motive for doing things (Adrian, 2007). Expectancy theory of motivation explains how the internal origins of employee motivation, such as, drives (primary needs) and need translate into specific effort and behaviour (Vroom, 1964). In other words, it focuses on what reason makes individuals choose one behavioural option over others (Vroom, 1964). There are three components frame this theory: effort-to-performance expectancy (E-to-P), performance-to-outcome expectancy (P-to-O) and outcome valences (Porter & Lawler, 1968). This theory is...
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...BUSINESS, AND ADMINISTRATION VOLUME 15, NUMBER 1, 2011 Expectancy Theory of Motivation: Motivating by Altering Expectations Fred C. Lunenburg Sam Houston State University ________________________________________________________________________ ABSTRACT Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables that reflects individual differences in work motivation. From a management standpoint, the expectancy theory has some important implications for motivating employees. It identifies several important things that can be done to motivate employees by altering the person’s effort-to-performance expectancy, performance-to-reward expectancy, and reward valences. ________________________________________________________________________ Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976) attempt to explain what motivates people in the workplace. Expectancy theory is more concerned with the cognitive antecedents that go into motivation and the way they relate to each other. That is, expectancy theory is a cognitive process theory of motivation that is based on the idea that people believe there are relationships between the effort they put forth at work, the performance they achieve from that effort, and the rewards...
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...AND ADMINISTRATION VOLUME 15, NUMBER 1, 2011 Expectancy Theory of Motivation: Motivating by Altering Expectations Fred C. Lunenburg Sam Houston State University ________________________________________________________________________ ABSTRACT Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables that reflects individual differences in work motivation. From a management standpoint, the expectancy theory has some important implications for motivating employees. It identifies several important things that can be done to motivate employees by altering the person’s effort-to-performance expectancy, performance-to-reward expectancy, and reward valences. ________________________________________________________________________ Need theories of motivation (Alderfer, 1972; Herzberg, 1968; Maslow, 1970; McClelland, 1976) attempt to explain what motivates people in the workplace. Expectancy theory is more concerned with the cognitive antecedents that go into motivation and the way they relate to each other. That is, expectancy theory is a cognitive process theory of motivation that is based on the idea that people believe there are relationships between the effort they put forth at work, the performance they achieve from that effort,...
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...MOTIVATION AND MOTIVATION THEORY The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated. The broad rubric of motivation and motivation theory is one of the most frequently studied and written-about topics in the organizational sciences, and is considered one of the most important areas of study in the field of organizational behavior. Despite the magnitude of the effort that has been devoted to the study of motivation, there is no single theory of motivation that is universally accepted. The lack of a unified theory of motivation reflects both the complexity of the construct and the diverse backgrounds and aims of those who study it. To delineate these crucial points, it is illuminating to consider the development of motivation and motivation theory as the objects of scientific inquiry. HISTORICAL DEVELOPMENT Early explanations of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth centuries suggested that human beings were basically programmed to behave in certain ways, depending upon the behavioral cues to which they were exposed. Sigmund Freud, for example, argued that the most powerful determinants of individual behavior were those...
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...your happiness at work as well as your personal life. Knowing and understanding what your strengths and weaknesses are in your own PsyCap assessment can give you the tools to help you reduce stress and eliminate any counterproductive tendencies that alternatively can lead to personal unhappiness within work. This selective essay will discuss my results of my personal PsyCap evaluation as well as briefly touch base on a few other key points related to motivational theories and how the theories relate to job performance. Personal Results of the PsyCap Self-Assessment I agree with the results of the PsyCap assessment that showed a high score in all four categories of efficiency, resilience, hope and optimism. I am a person who is confident in my ability to perform any task given to me by using my critical thinking skills and applying myself in whatever I do. Over the course of my career, I have encountered a number of difficult tasks that many would have given up on, however that is simply not my personality or how I was taught to get through challenges. Efficacy refers to how much are you willing to work to get the results you want. Employees that apply themselves and are willing to work to achieve their goals and the goals of the business shows efficacy. Resiliency shown by employees shows the ability to keep going despite the obstacles that may come up. Hope is the desire for a certain outcome of any given situation. Employees that are motivated to work hard are mostly...
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...E - MOTIVATION IN ORGANIZATIONS INTRODUCTION. Knowing how and why to motivate employees is an important managerial skill. THE NATURE OF MOTIVATION IN ORGANISATIONS. Motivation is the set of forces that cause people to choose certain behaviors from among the many alternatives open to them. Motivation And Performance In Organizations. An employee's performance typically is influenced by motivation, ability, and the work environment. Some deficiencies can be addressed by providing training or altering the environment, motivation problems are not as easily addressed. Motivation is important because of its significance as a determinant of performance and its intangible nature. HISTORICAL VIEWS OF MOTIVATION. Evolution can be traced from scientific management, through the human relations movement, to the human resource approach. Scientific management: The assumptions of scientific management were that work is inherently unpleasant for most people and the money they earn is more important to employees than is the nature of the job they are performing. Human relations movement: This school of thought emphasized the role of social processes in organizations and assumed that the need for belongingness and the need to feel useful are more important than money in motivating employees. Human resource approach: This view assumes that people want to contribute to organizational effectiveness and are able to make genuine...
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...Content theories are concerned with identifying the needs that people have and how needs are prioritized. They are concerned with types of incentives that drive people to attain a need for fulfillment. The Maslow hierarchy theory, Fredrick Herberg’s two factor theory and Alderfer’s ERG needs theory fall in this category. Although such a content approach has logic, is easy to understand, and can be readily translated in practice, the research evidence points outs our limitations. There is very little research support for these models’ theoretical basis and predictability. The trade off for simplicity sacrifices true understanding of the complexity of work motivation. On the positive side, however, the content models have given emphasis to important content factors that were largely ignored by human relationists. In addition the Alderfer model allows more flexibility and the Herzberg model is useful as an explanation for job satisfaction and as a point of departure for job design. The process theories provide a much sounder theoretical explanation of work motivations. The expectancy model of Vroom and the extensions and the refinements provided by Porter and Lawler help explain the important cognitive variables and how they relate to one another in the process of work motivation. The Porter Lawler model also gives specific attention to the important relationship between performance and satisfaction. A growing research literature is somewhat supportive of these expectancy models...
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...Motivation Motivation - is the process encouraging people to work. There are many different aspects of the theory of motivation, and they are: 1. Historically, the early views on motivation to work, such as the policy of "carrot and stick". The adherents of this view think that man is by nature lazy, sly, selfish, wants to give less and get more, hence there is a need to constantly force him to work and systematically encouraged to achieve high results. 2. Content theories of motivation (as an incentive to work discusses the inner satisfaction of man, his needs). 3. Procedural theories of motivation (motivation occurs during labor process). Let us consider each of the theories. The content theories of motivation include: • A. Maslow’s theory; • K. Alderfer's theory; • D. McClelland theory; • F. Hertzberg’s theory; A Maslow (1908-1970) provides the following hierarchy that makes a need for person to work. And Maslow (1908-1970) offers the following hierarchy inducing the person requirements to work: • Physiological needs (hunger, thirst) • Needs for safety, stability and confidence in the future • Needs for love, participation, communication • Needs for recognition and self-confirmation • Needs for self-actualization A. Maslow assumed that needs for this hierarchy arise gradually. Satisfying primary requirements, the person gradually becomes more motivated. People not simply satisfy one need for another, but move up, changing the importance for these or those...
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...CHAPTER TWO REVIEW OF LITERATURE Introduction This chapter contains discussions on the theories of motivation in relation reward systems and motivation in organizations, rewards and productivity, empirical literature on rewards and performance, and the techniques available to managers to ensure desired organizational behavior. The crux of the literature will be on effective reward systems which end in motivation which then leads to job satisfaction. In addition, a conceptual framework for the study of motivation and job satisfaction in organizations is also discussed. Theories of motivation There are two theories of motivation. These are content theories of motivation and process theories of motivation. Content theories of motivation explain why people have different needs at different times. They are concerned with identifying what it is within individuals and the work environments that energize and sustain behavior. For the purpose of this research the content theories that would be covered are Maslow’s hierarchy of needs theory and Herzberg’s motivator-hygiene theory. Process theories, on the other hand, try to explain and describe the how behavior is energized, directed, sustained, and finally stopped. Process theories to be discussed in relation to this research would include Vroom’s expectancy theory and Adams’ equity theory. Content theories At one time, employees were considered just another input into the production of goods and services. What perhaps...
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...Abstract Motivation has long been one of management’s most difficult and important duties. Success in this subject is becoming more challenging in organizational trends because business environment changes quickly and becomes more competitive. Researches on employee motivation especially highlight two types of factors: intrinsic and extrinsic. The purpose of this study it is to find out the effectiveness of intrinsic and extrinsic factors on employee motivation, which one is more effective and compare them according to demographic characteristics of employees. Using descriptive survey design, the sample of the study was 41 employees of an electricity delivery company located in the province of Ağrı, Eastern Anatolia, Turkey. As a result of the study it is found out that both intrinsic and extrinsic factors affect employees while they achieve their tasks. Another result is that intrinsic factors are more motivating than extrinsic factors. Introduction In order to be successful or even more successful, today’s both private and public work organizations need to maximize the use of their employees’ skills. Human resource is the most critical resource for any organization in today’s highly competitive business environment. The primary task of any manager is to have an organization that functions effectively. To do so, subordinates must work efficiently and produce results that are beneficial to the organization. It is obvious that motivation is one of the main factors that...
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...Theories of Motivation: Vroom’s Valence-Expectancy Theory If you were a manager, wouldn’t you like to know how your employees decide to work hard or goof off? Wouldn’t it be nice to know whether a planned rewards program will have the desired effect—namely, motivating them to perform better in their jobs? Wouldn’t it be helpful if you could measure the effect of bonuses on employee productivity? These are the issues considered by psychologist Victor Vroom in his expectancy theory, which proposes that employees will work hard to earn rewards that they value and that they consider obtainable. There are three variables of Vroom’s model given in the form of an equation. Since the mode is multiplicative, all the three variables must have high positive values to imply motivated performance choices. If any of the variables approaches zero, the probability of motivated performance approaches zero. Motivation = Valence*Expectancy*instrumentality Valence is the strength of an individual’s preference for a reward, The value attached to a goal or reward is subjective as it varies from person to person Thus, the total range of valence is from –1 to +1. Expectancy is the probability that particular action will lead to a desired reward Since, it is an association between effort and performance, its value may range from 0 to 1. if the individual feels that chances of achieving an outcome are zero, he will not even try. On the other hand, if expectancy is higher, the individual...
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...Week 5 Rope Case: Fair Day’s Work MBA 63X A James Major Point of Story The juxtaposition of how management views a fair day’s work to how a worker views a fair day’s wage. Management and staff sometimes have competing interests and while directives may be given about performance improvement requirements, these directives are sometimes made without first getting staff buy in for the process. This can cause a disconnect in interests as exemplified by Ginny. The slogan work smarter places the onus on the management team to show workers how to work smarter. However, the catch phrase fair day’s work places the onus on the employee to determine what is a fair day’s work based upon his or her pay. Ginny believes that she is giving a fair days work for a fair days pay and will endeavor to ensure this status quo is maintained as long as there is no one looking over her shoulder. Theory Our economic system is predicated on the belief that those who work hard and apply themselves will be rewarded for their labor by a fair day’s pay. This foundational transaction is often at the core of companies’ belief that to keep employees going, a wage will suffice as a motivator for performance and performance improvement. Studies have however shown that this is rarely the case. Yes, it is true that a wage is the default motivator because money is measurable and fungible, but at best it is only a secondary motivator. Organizations provide rewards to staff with one simple fact in mind, to...
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...Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications – The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research...
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...Assignment 1: Motivation Theory and Practice Analyze, compare, and contrast the two contemporary theories of motivation (a) equity theory and, (b) expectancy theory. Include in your discussion, an evaluation of each theory and the implications to managers in a global work environment. Your analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. by Tassos Pericleous Student’s Number: 20153386 American College Semester 1 November 2015 Abstract The purpose of this paper was to analyze, compare, and contrast the two contemporary theories of motivation equity theory and, expectancy theory. Evaluate each theory and the implications of the theories to managers in a global work environment. Analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. Motivation is the answer to the question “Why we do what we do?”. The motivation theories try to figure out what the “M” is in the equation: “M motivates P” (Motivator motivates the Person). It is one of most important duty of an entrepreneur to motivate people. Motivation theories can be classified broadly into two different perspectives: Content and Process theories. This paper explores the two contemporary theories of motivation process theories, equity (Adam’s) theory and expectancy (Vroom’s) theory. Analysis of equity theory (a) Equity Theory Equity Theory...
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...|Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy theory. The organizational example is that of a robotics’ manufacturing firm. Leadership and management includes trait theory of leadership, leader behavior theories which focuses on the Michigan Studies and The Ohio state studies and contingency theories of leadership which includes Fiedler’s Contingency theory and the |Path – Goal theory of leadership. This is followed by the fourteen principles of management. The organizational example is that of Continental |Airlines. Lastly, there are three models mentioned under human resource management, the Harvard model, the Michigan model and the Fombrun, Tichy and Devanna model. The organizational example is that of a laundry company called Kwik & Kleen. Table of contents Introduction ………………………………………………………………..Page 1 1. Motivation ………………………………………………………....Page 1 • Maslow’s Hierachy of Needs ……………………………………...Page 1 • Herzberg’s Motivation-Hygiene...
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