2Causes of Poor Motivation through the Application of the Expectancy TheoryExpectancy TheoryExpectancy theory is best described as a process theory. The primary idea behind this theory isthat workers expect their actions to help them achieve their desired outcomes which theyperceive as their source of motivation.1 One’s motivation in a specific task depends on therelationship between their input to the particular function and the resultant outcome. Employeestend to modify their behavior based on desired results. It has helped leaders in the creation ofmotivation programs in their workstations thus; it has a potential power of improving motivation.One of the major causes of poor motivation in expectancy theory is lack of recourse thatresults into poor performance. When one goes to work, they always like to be rewardedaccording to their contributions. If that is not the case, well-performing employees reduce theirefforts to the level of others employees since they feel that that their efforts are not beingrewarded. Failure to reorganize workers efforts reduces overall department performance.2Primary and Secondary Problems resulting from Expectancy TheoryPrimary issuesSecondary issuesLack of promotional opportunities to employeesLoss of critical knowledge and experienceLack of pay increase for hardworking employees Lack of retention of young staffUnfavorable working conditions Loss of staff to bigger departments Lack of coordination between different workgroupsLack of appreciation of overtime efforts untrustworthy senior staff by junior staffCorrupt appointments in favor of leaders1Redmond, Francis Brian. 2016. Expectancy Theory Overview. September 17. Accessed March 23, 2018. https://wikispaces.psu.edu/display/PSYCH484/4.+Expectancy+Theory2Kristi, Hedges. 2014. 8 Common Causes Of Workplace Demotivation. January 20. Accessed March 23, 2018. https://www.forbes.com

+13062052269

info@desklib.com

Causes of Poor Motivation through Expectancy Theory

Contribute Materials