A good knowledge of 4 Theories :Expectancy theory


Expectancy theory













Figure 5 (Adopted from Expectancy theory, 1964)

Most largely accepted valid theory is expectancy theory which was introduced by Victor Vroom. He suggested that, once an employee is motivated when he or she exerts a high level of effort when that employee believe following three criteria from the practical view (Armstrong, 2009):

 That effort will be guided towards better performance
 Better performance will be led towards organizational rewards like bonus, salary incremental and promotion and
 Those rewards will be satisfied employee’s personal goals

Based on given information, theory focuses on three relationships of:

 Effort to performance
 Performance to rewards and
 Rewards to personal goals


How to motivate people

To motivate the employees, at first leaders and managers should motivate themselves with a dream or vision. Motivated employees and demotivated employees should be defined separately while treating each employee as an individual. Realistic and challenging targets should be developed in order to create a motivating environment. Here, progress should be initiated because progress is made more motivated employees to the organization. Fair rewards, recognition and reinforce the relationship are other fundamental things to get more motivated employees. Along with that, creation of good workplace culture is a must factor. Because, decent place to be work for employees should be ensured rather than competitive salary and benefits scheme. Negative and stiff organizational culture will have been reduced the enjoying employees. Instead of that, incorporation of simple perks like lunches, team building actions and happy hours can be added to this positive workplace culture. Keeping organizational staff members motivated to act hard and offer their best attempts is fundamental for a successful and better organizational culture. Keeping organizational staff members motivated to act hard and offer their best attempts is fundamental for a successful and better organizational culture. This is because, some employees need that some extent of nudge to perform well and some do not need and they can perform their own and here managers have to a play a prominent act in motivation of employees.  

References

Armstrong, M., 2009. Armstrong´s handbook of human resource management practice. London: Kogan Page.


 

 

 

 

 

 

 

 

 

 

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