The expectations theory was proposed by Victor Vroom of Yale School of Management in 1964. Vroom tensions and focus on results, not unlike the needs of Maslow and Herzberg. The theory is that the strength of the trend towards a particular way depends on the intensity of the expectation that performance will be followed by a definite result and the appeal of the results for the individual.
Expectancy theory that employee motivation is the result of what a person wants a reward (Valencia), the assessment that the probability that the effort that lead to an expected return (Hope) and the belief that the action will lead to the reward (instrumentality). In short, Valencia is the meaning associated by an individual on the expected outcome. It is a wait and no real satisfaction that a worker expects to receive after the achievement of objectives. Hope is the faith that more efforts will result in better performance. Hope is influenced by factors such as the possession of the knowledge needed to perform the work, the availability of adequate resources, the availability of critical information and gain the support necessary to complete the job.
Instrumentality is the belief that if done well, then there is a valid result. Instrumentality is affected by factors such as believing in the people who decide who gets what result, the simplicity of the process of deciding who gets what results, and clarity of the relationship between performance and results. Thus, expectancy theory focuses on the following three relationships:
* Relationship between Stress and Performance: What is the probability that individual effort is recognized in its evaluation of the performance?
* Performance-reward relationship: Talk about the extent to which the employee believes that getting a good performance evaluation leads to the rewards of the organization.
* Value of the goals of personal rewards: This is the attraction or appeal of the potential reward for the individual.
Vroom was of the opinion that employees consciously decide whether or not to work. This decision only depends on the level of employee motivation which in turn depends on three factors of hope, the valence and instrumentality.
Advantages of Expectancy Theory
* Based on individual interests who want to achieve maximum satisfaction and dissatisfaction to be minimized.
* This theory emphasizes the expectations and perception, what is real and present is irrelevant.
* Emphasis on rewards or compensation payments.
* It focuses on the psychological extravaganza where the final goal is to achieve the maximum individual pleasure and pain.
Limitations of the Theory of Expectations
* The expectations theory seems to be idealistic, because very few people perceive a high degree of correlation between performance and rewards.
* The application of this theory is limited as a reward is not directly correlated with performance in many organizations. It also relates to other parameters like the location, effort, responsibility, education, etc.
Implications of Expectancy Theory
ü Administrators can correlate the results preferred target performance levels.
ü Managers must ensure that employees can achieve the target performance levels.
ü The employees deserve to be rewarded for outstanding performance.
ü The reward system must be fair and equitable in an organization.
Ü organizations should design jobs interesting, challenging and dynamic.
ü The level of employee motivation should be continuously evaluated through various techniques such as questionnaires, interviews, etc.
Expectancy theory that employee motivation is the result of what a person wants a reward (Valencia), the assessment that the probability that the effort that lead to an expected return (Hope) and the belief that the action will lead to the reward (instrumentality). In short, Valencia is the meaning associated by an individual on the expected outcome. It is a wait and no real satisfaction that a worker expects to receive after the achievement of objectives. Hope is the faith that more efforts will result in better performance. Hope is influenced by factors such as the possession of the knowledge needed to perform the work, the availability of adequate resources, the availability of critical information and gain the support necessary to complete the job.
Instrumentality is the belief that if done well, then there is a valid result. Instrumentality is affected by factors such as believing in the people who decide who gets what result, the simplicity of the process of deciding who gets what results, and clarity of the relationship between performance and results. Thus, expectancy theory focuses on the following three relationships:
* Relationship between Stress and Performance: What is the probability that individual effort is recognized in its evaluation of the performance?
* Performance-reward relationship: Talk about the extent to which the employee believes that getting a good performance evaluation leads to the rewards of the organization.
* Value of the goals of personal rewards: This is the attraction or appeal of the potential reward for the individual.
Vroom was of the opinion that employees consciously decide whether or not to work. This decision only depends on the level of employee motivation which in turn depends on three factors of hope, the valence and instrumentality.
Advantages of Expectancy Theory
* Based on individual interests who want to achieve maximum satisfaction and dissatisfaction to be minimized.
* This theory emphasizes the expectations and perception, what is real and present is irrelevant.
* Emphasis on rewards or compensation payments.
* It focuses on the psychological extravaganza where the final goal is to achieve the maximum individual pleasure and pain.
Limitations of the Theory of Expectations
* The expectations theory seems to be idealistic, because very few people perceive a high degree of correlation between performance and rewards.
* The application of this theory is limited as a reward is not directly correlated with performance in many organizations. It also relates to other parameters like the location, effort, responsibility, education, etc.
Implications of Expectancy Theory
ü Administrators can correlate the results preferred target performance levels.
ü Managers must ensure that employees can achieve the target performance levels.
ü The employees deserve to be rewarded for outstanding performance.
ü The reward system must be fair and equitable in an organization.
Ü organizations should design jobs interesting, challenging and dynamic.
ü The level of employee motivation should be continuously evaluated through various techniques such as questionnaires, interviews, etc.
0 Comments