This article explores how Expectancy theory helps managers in motivating employees. It discusses the key foundations of the theory - expectancy, instrumentality, and valence - and how managers can apply the theory to motivate their employees. The article also highlights the challenges and limitations of the theory.
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HOW EXPECTANCY THEORY HELPS MANAGER2 Introduction In every organization, motivation is a significant factor to drive employee performance towards achieving the organizational objectives as well as realize their dreams. There are numerous motivation theories that explain job satisfaction, such as Content theory, process theory, Maslow’s hierarchy of requirements and Expectancy theory among others(Backhaus, 2012). The current paper thus focuses on exploring how Expectancy theory helps the manager in motivating employees. Expectancy Theory Expectancy theory is an inspirational theory that was developed by Victor Vroom that aimed at separating the effort that arises from the enthusiasm from functioning and the consequences. The expectancy theory of inspiration is grounded on the assumptions: that people’s performances are end results of the mindful selections among substitutes that are focused on maximizing pleasure and at the same time maximize pain(Lee, 2018). The different individual poses different needs and goals that need to be realized and achieved, and behavior in organizations is a result of the conscious choices between the alternatives. The Anticipation Theory is grounded on the above hypothesis possesses three major key foundations that are: expectancy, instrumentality, and valence. Therefore every individual in an organization always believes that each and every effort will always result into suitable operations /expectancy; that every pardon will be incentives in accordance to the performance /instrumentality; and the values
HOW EXPECTANCY THEORY HELPS MANAGER3 of the rewards are always favorably optimistic/valence. Figure 1: Shows elementary expectancy framework, obtained from(Lee, 2018). Expectancy refers to a person’s profitability estimate in relation to the effort exerted into a particular task, and always grounded on the likelihood and runs between 0-1. Therefore, if an employee perceives that the effort will not lead to the anticipated operations rank, then the expectation becomes 0, while when the effort is perceived to bring a considerable amount of performance, then the effort is seen as 1. Instrumentality refers to individualistic estimates of the likelihood that a particular level of mission achievement will results in different effort outcomes and always range from 0-1(Ghoddousi, Bahrami, Chileshe & Hosseini, 2014). Thus when a servant comprehends effective operation rating, will continuously cause salary increase thus the instrumentality is rated at 1, while when there is no perception of a good relationship, then instrumentality is rated at 1. Lastly, Valence refers to the employee’s strength in regard to specific reward, therefore, rise in salary allocation, promotion, recognition, and acceptance by the supervisors and peers have to an impact on the motivation level. Unlike both instrumentalit and expectancy, valence cab is either positive or negative thus provided the link to the need of motivation theories. Inspiration=Anticipationxinstrumentalityxvalence
HOW EXPECTANCY THEORY HELPS MANAGER4 Application and usefulness of the theory in helping managers motivate their employees The expectancy theory is instrumental to managers in motivating employees by aiding in altering the individuals(Ohemeng & McCall, 2013): Effort-to-performance-Through this, leaders strive to increase employee’s capability belief of successfully undertaking a particular task. Thus effective managers need to make the requirements clear to employees as well as assist in attaining the best performance through recruiting employees with the prerequisite expertise and information; offer significant drill to employees; clarification of job requirements and offering bets resources to accomplish the task. Accomplishment-to- incentive Anticipation-Through this, managers are able to create a perception that good performance is achievable through valued rewards to the employees, and this can be done through: accurately measuring the job performance; clearly describing the rewards that are obtained from good performance; proving examples of good performers among many others. Doing these managers thus will be able to link organizations objectives and performance with the rewards desired by employees, thus most managers adopt strategies such as pay-for-performance, common strategies, and recognition of employees. The valence of Incentives- Managers should strive to enhance the anticipated worth of prize that resulted from the preferred performance since in diverse workforce different employee value different rewards. Thus employers can motivate employees through various ways such as: distributing the rewards of the value by the employee as well as individualizing the desired rewards. In my opinion, the theory seems good in motivation employee to perform; however, it is too many variables that complicate it both in understanding and implementation. Employees
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HOW EXPECTANCY THEORY HELPS MANAGER5 might find it difficult in calculating the motivation as per the theoretical assumptions and on the same note, managers may not possess the same parameters to make the right decisions in motivating employees. Additionally, expectancy theory has restricted applications to an individual who evidently recognize work-performance and performance-incentive connections. Conclusion From the theory, it is clear that employee’s motivating thoughts feelings and behaviors change with time and experience since people only act on beliefs and perceptions. Therefore, managers through the expectancy theory, they are able to inspire employee by varying the individual’s accomplishment-to- incentive Anticipation, effort-to-performanceand valence of incentives. References Backhaus, K. (2012). Alternative Approaches to Understanding Motivation and Leadership.Organization Management Journal,9(3), 147-147. doi: 10.1080/15416518.2012.708848 Ghoddousi, P., Bahrami, N., Chileshe, N., & Hosseini, M. (2014). Mapping site-based construction workers’ motivation: Expectancy theory approach.Construction Economics And Building,14(1), 60-77. doi: 10.5130/ajceb.v14i1.3712 Lee, H. (2018). Moderators of the Motivational Effects of Performance Management: A Comprehensive Exploration Based on Expectancy Theory.Public Personnel Management,48(1), 27-55. doi: 10.1177/0091026018783003
HOW EXPECTANCY THEORY HELPS MANAGER6 Ohemeng, F., & McCall-Thomas, E. (2013). Performance management and “undesirable” organizationalbehavior: Standardized testing in Ontario schools.Canadian Public Administration,56(3), 456-477. doi: 10.1111/capa.12030