Samuel's Expectancy Theory

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Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works. The expectancy theory explores motivation through rewards, indicted three concepts…show more content…
The programme should involve balancing employee remuneration, give incentives, show appreciation, best employee award in terms of the most calls answered and give flexitime. The use of these techniques is not applicable to every job. It does work well for customer service representatives, where interaction with outside individuals are the main focus for comprehensive service demands during work hours and acknowledgement for work well done with maximizing competitiveness and getting a return on pay expenditure. Given the cost of reward and recognition practices it is essential that this clearly thought-out strategy be articulated, reflecting the needs and requirements of the organization and its…show more content…
Reward and recognition is concerned with the range of practices an organization undertakes whether financial or non-financial to compensate employees, maximize employee engagement and encourage behaviours that lead to organizational success.
Reward and recognition has emerged as one of the most strategically critical people management tools for organizations as they seek to attract, motivate and retain the talent they need to develop and grow.
The reward and recognition function has evolved to play an increasingly strategic role in aligning employees to organizational goals and in driving productivity improvements. Employees value non-financial aspects of the employment experience such as career and skills development, security, association with the brand and the business, work-life flexibility, training, and recognition for their contribution to the organization’s

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