The Expectancy Theory of Motivation

One of the most widely recognized theories of motive is Victor Vroom’s Expectancy Theory. “Expectancy theory argues that the strength of a inclination to move in a certain manner depends on the strength of an outlook that the act will be followed by a given result and on the attraction of that result to the person. ” ( Robbins & A ; Judge. 2007. p. 208 ) [ one ] In other words. employees will hold the motive to set forth a strong attempt. if: They believe the attempt will give them positive acknowledgment. ( This is called the “effort-performance” relationship. )

That positive acknowledgment must so take to some sort of desirable wages. such as more money or an addition in position or power. ( This is called the “performance-reward” relationship. ) That wages must besides be something that fulfills a personal end for the employee. ( This is called the “rewards-personal goals” relationship. ) All three constituents need to be present for an person to exercise the sort of attempt needed to be considered an intense motive for action and public presentation of a responsibility or undertaking.

Let’s see the undermentioned illustration:

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A company that produces a high quality sound merchandises has late introduced a new production procedure in an attempt to assist the employees run into a end of high production criterions. Supervisor A’s squad of employees are non making good with the production procedure. Some do non endeavor to get the hang the procedure. those that have mastered it are non seting forth attempt to make the ends. and even top-producers don’t seem interested in accomplishing the ends. After talking to some of Supervisor A’s squad. Supervisor B has discovered that the undermentioned concerns are expressed by the squad: Some do non experience they can be successful because they believe lack the sleight needed to implement the procedure.

Some feel that it is non deserving the seting Forth the excess attempt to make the ends because there is no difference in salary addition for those that meet the ends and those that do non. They believe that public presentation has to be really slow before it affects the rate of wage. They besides say that when a fillip is given. after the withholdings are taken out. the fillip is so little that overtime really is seen as better manner to gain more money than seeking to gain a fillip. This scenario lends itself to the perfect state of affairs to implement the anticipation theory of motive. The employees feel: That there is no acknowledgment for accomplishing the end.

That there is no wages for accomplishing the end.

Since there is no acknowledgment or wages. there is no chance for employees to measure their personal ends to see if making the public presentation end will assist to carry through a personal end. The company could implement the anticipation theory by ordaining the undermentioned stairss: Make a specific acknowledgment for those that master procedure. For those that master the procedure fillips can be implemented that exceed those pecuniary wagess that overtime would convey.

Personally interview each employee to detect what their employment ends are and create a individualized program to make those ends. do get the hanging the procedure one of those stairss needed to make the personal end. This program would turn to all three constituents of the anticipation theory. However the program should non be created as erstwhile policy execution. Rather it should be tested and evaluated to detect what wagess and acknowledgments created the most effectual degrees of motive.

[ I ] . Robbins. S. P. . & A ; Judge. T. A. ( 2007 ) . Organization behaviour. ( 12 erectile dysfunction. . p. 208 ) . Upper Saddle River. New jersey: Pearson Education. Inc.


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