Vroom's Expectancy Theory Of Employee Performance

Managing employee performance in any organisation is key for organisational effectiveness and growth. Motivation centres on the expenditure of effort toward achieving an objective in which the organisation wants to achieve. With an organisation that is struggling with high rates of staff turnover, low morale and generally poor level of work performance is arises an issues of job satisfactions. Employees need to be treated with respect and acknowledged for the work they’ve carried out.

Using theories of motivation I will look at Vroom’s expectancy theory, to back up assumptions and clarify priorities.

Overcoming present situations

Before addressing the issue of poor level of work performance it’s important to diagnose the root cause. In my

Are employees praised or rewarded for good work? Employees tend to slack off if they perceive that their hard work goes unrecognised. For some people, having their good work recognised is vitally important to their work satisfaction, and their performance may improve just from past good works being recognized.

If there are no penalties for poor performance, some employees may feel they can “get away with” turning up to wok late or don’t mean the standards. It is important to take the time to review or design a step-by-step series of consequences for poor performance and announce them to the entire team before implementing. The first step can be as simple as talking about the problem, with consequences increasing from there.

If an employee seems bored or burned out, it’s the manager’s job to try to help reenergize and motivate them. The employee may feel as if their talents may be underutilized. By providing more opportunity to move up in the business or giving them more responsibility it show that the company cares and acknowledges the employee. For example, if someone enjoy being in charge give them responsibility and it could improve their job

Employee turnover is an endemic issue in hospitality industry, worldwide. The hospitality industry is highly labour-intensive, an organisation needs to work using it resources to get them a competitive edge. It is believed that the nature of the work, its low pay, and its long working hours are a major factor that contributes to the high turnover. Due to relatively high levels of employee turnover this leads to a significant loss of investment in human capital, training and quality. Employee motivation in hotels is constantly on-going and a critical issue for managers in hotel operations. (Sciencedirect,