EXECUTIVE SUMMARY Motivation theories are primarily divided into two major types which are the content theories and the process theories. This report aims to critically evaluate two process theories of motivation which is the Expectancy Theory by Victor Vroom and the Equity Theory by John Stacy Adams. The methodologies used in this report include a study and analysis of textbooks, writings and journals from the internet. As a conclusion, the question is not whether each of these approaches to motivation works, but where and when they work best. TABLE OF CONTENTS *Approximately 2,400 *words *excluding* diagrams and tables. INTRODUCTION What is Motivation? The word motivation is coined …show more content…
Conversely, if he or she sees low productivity as path to the achievement of his or her goals, he or she will tend to be a low producer". Lyman W. Porter and Edward E. Lawler developed a more complete version of motivation depending upon expectancy theory. {draw:frame} Actual performance in a job is primarily determined by the effort spent. But it is also affected by the person’s ability to do the job and also by individual’s perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards, along with the equity of individual leadto satisfaction. The conclusions that can be drawn from this theory are: Individuals will only act when they have a reasonable expectation that their behaviour will lead to the desired outcome. Effort alone is not sufficient. It has to be accompanied by ability and skill. Job satisfaction results from effective job performance rather than the other way round. Job design is therefore of crucial importance as it affects the workers motivation directly. {text:list-item} Personal Traits One variable that organisations are not able to affect directly is that which is intrinsic to the individual: the person’s “locus of control” and, obviously, any other personality traits. Interestingly, personality traits, it can be argued,
Without going into the fine details and depth of all the motivational theory, we will use
The expectancy theory was developed by Victor H. Vroom in 1964 as a systematic explanation of individual motivation within the workplace. This theory put forth three key components: expectancy, performance, and valence. From the base component of the theory, which is expectancy, behavior is built by an individual’s value of the reward or valence. Vroom’s theory of expectancy is used by manager to understand how individual employees are motivated and how they will respond to rewards closely tied to the tasks given. Expectancy is proposed to be an individual’s understanding of how their effort leads to a given performance level. Vroom put forth in his theory that individuals believe the more effort put into a task or objective, the better
This paper explores a contemporary and widely accepted motivational theory known as Expectancy theory of motivation introduced by Victor Vroom in 1964. It will first explain the three key components and relationships of the expectancy theory of motivation. These components include Expectancy, Instrumentality and Valence. In addition, it will explain how to enhance the motivation of employees in a fictional but real-life modeled scenario using the Expectancy theory of motivation. After studying this paper, the reader should be able to explain the main components of the Expectancy
According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012).
Vroom’s expectancy theory of motivation has three related components; effort, performance, and reward. It states that people desire rewards they believe can be achieved by putting forth acceptable performance, and that acceptable performance can be achieved by putting forth sufficient effort. In the theory, expectancy is the thought that effort leads to performance, instrumentality is the thought that performance leads to rewards, and valence is the degree that an individual values the rewards. In essence, expectancy links effort and performance, and instrumentality links performance and rewards. If a person has high expectancy, instrumentality, and valence, they will be highly motivated (Nelson, 2015). At the ROM, I wanted to help children enjoy their visit and make extra money for university. Since I needed the money, and I remembered visiting
Swenson, D. Expectancy and equity theories of motivation. The College of St. Scholastica Website. Retrieved from http://faculty.css.edu/dswenson/web/OB/VIEtheory.html Robbins, Judge, Millet, Marsh, 2008, Organizational Behavior, 5th Edition, Pearson
Some of the employees have said that they cannot be successful with the new process because it requires more dexterity than they believe that they are capable of.
In this set of materials, the reading passage mentioned two classification of motivation and the lecture presented story about the term mentioned in it.
Expectancy Theory is a mental form of motivation. It is based how employee makes their decisions and why they are motivated to perform the task. It identifies the motivational force behind the decision (Van Eerde & Thierry, 1996). Motivation is predetermined before an employee will complete an assignment (Kopp, 2014). The components that contribute an employee’s motivation are a positive link between their effort and performance; the performance leads to the reward and the reward satisfies an important need of the employee (Kopp, 2014). Vroom’s Expectancy Theory is based on three components these are Valence, Expectancy, and Instrumentality. These components are directly linked to
Having motivation to do something is very important. Motivation plays a huge roll in everyone’s life, even If someone has very little motivation. There are several types of motivation such as Instinct and drive motivation. These two motivations are quite similar, but different at the same time. I will compare and contrast both of these types of motivation and what I think about them. These motivations are very important to your life and can determine an outcome of your life.
Bauer, T. (2012). Motivation Theories. In B. Erdogan, An Introduction to Organizational Behavior (pp. 393-450). New york.
Motivation, “the willingness of an individual to exert high levels of effort towards organizational goals”, (class, session 4) can be separated into two subsets: intrinsic and extrinsic. Where intrinsic motivation gives individuals “a sense of accomplishment and/or [a feeling] the task is worthwhile,” (class, session 4) extrinsic motivation offers tangible rewards such as praise or bonuses. As companies define rewards in an effort to keep employees motivated they often use the expectancy model as guidance. The model suggests that individuals determine their actions based on motivation for an established outcome, and success of the model relies on close links among its three main components: effort, performance and outcomes (class, session
“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.
The Expectancy Theory of Motivation was first coined by Victor Vroom at Yale University in 1964. This theory lays outs the process of why individuals choose one behavioral option over another. It also explains how they make decisions to achieve the end they seek. Vroom introduces three variables within the theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy), performance-outcome expectancy (P>O expectancy). (Rao, 2000)
4. 3 Major Types of Motivation Theories Content Theories of Motivation WHAT motivates us Process