4. Question Three
According to Luthans (2011), process theories revolve around the cognitive centred concept of expectancy. Lunenburg (2011) explained this in terms of an individual being motivated to complete something if they believe that their effort will lead to good performance and in turn lead to the desired rewards.
The Porter-Lawler Expectancy Theory of Work Motivation is the complete opposite of what Maslow, Hertzberg and Alderfer propose in terms of satisfaction leading to improved performance, instead this content theory proposes that motivation does not lead to performance and all three aspects of motivation, satisfaction and performance are separate aspects. Figure 2 depicts the Porter-Lawler Motivation Model and highlights that performance is likely to lead to job satisfaction.
Insert diagram
According to Mullins (2010), the different elements within the diagram can be described as follows. Box 1 describes the value the individual puts on the reward and their level of desirability, box 2 refers to an individual’s expectation that rewards are dependent on effort, box 3 indicates how much effort the individual puts into an activity, box 4 indicates that an individual’s characteristics influences the effort an individual puts in to reach their performance, box 5 refers to the perception an individual has on their work, box 6 indicates performance and this does not only depend on the amount of effort put in but also by individual characteristics and role
The Expectancy Theory states that as we predict likely futures we also tend to have expectations about the outcomes. If things are seemingly good, we believe we can ‘make a difference’ and have the motivation to do actions to
5. What emotions are connected with these expected behaviors? The emotions connected to these behaviors are happiness, accomplishment, self-worth, and
Arnold, Cooper and Robertson (1998) discuss motivation as what drives individual choice of what to do, how hard to try, and how long to keep trying. Cited in (MacDonagh. J, Linehan.
Moreover, the quality of an inclination to act certainly relies on upon the strength of an expectation that the act will be trailed by a given result and on the allure of that result to the individual. The theory concentrates on three connections: expectancy or exertion-performance relationship the apparent likelihood that applying a given amount of exertion will lead towards performance. Furthermore, instrumentality or performance reward relationship the extent to which the individual trusts that performing at a specific level will lead to a desire result and compensates individual goals relationship the extent to which organisational rewards satisfy an individual goal or needs that might encourage them to perform their part in a more appropriate manner. However, the managerial implication of expectancy theory incorporate serving as motivators, results must be desired by people, and in this manner, the managers ought to distinguish the results for which workers might want to be remunerated. The association between workers' abilities, their conduct, the encompassing environment, and the accomplishment of the occupation ought to be clarified (Goldsmith,
Problem Statement Gulf & Burger is located in Florida. Friday is the busiest day for Gulf & Burger. The restaurant is experiencing a shortage of employees due to a large number of absences. During lunchtime, more customers are arriving at the restaurant. Employees are required to move faster and organize the orders of each customer.
As an athlete I need to find motivation to do certain tasks through out the game. Well once I acquire the motivation it then becomes an expectation. Once its an expectation and is continually pounded into my head it becomes a state of mind in a sense. At this point I when it comes game time, my mind is already motivated since it has adapted
Once they success doing it , it motivated them to try something that more bigger and more challenging because it give a high value of self-satisfaction and self-potential that they can be whatever they wanted to be and do. Moreover, by doing that, they would generate their own confident level and they can determine their ability and their own performance potentials (Hartzell, Study.com, 2015).To conclude, the theories of Maslow’s Hierarchy of Needs can motivate the employee in the company from the beginner employee to reach the top and upper level in the company because he or she have meet and achieve and motivated by all the needs of theories of Maslow’s Hierarchy of Needs. Other motivational theories that can motivate the company employee is Hertzberg’s Two-Factor Theory. This type of motivational theories is used to identify the positive which refer as attraction and satisfaction and the negative which refers as dissatisfaction of the feeling of their work and conditions (Contractzilla, 2014).
Motivation at workplace There are two dimensions of motivation; internal and external. Internal motivation refers to personal interest in doing something and external motivation refers to be persuaded by someone’s activity. The characteristics of motives are identified as: individualistic, changing, may be unconscious, often inferred, and hierarchical (Reece, 2014). Most important fact to understand motivation is the theories. Many motivational theories have been developed over time to study human behavior at the workplace.
What factors should you consider when choosing a motivational approach? Explain your answers. Expectancy theory. The factors are to always make sure
Weiner suggests that individuals exert their attribution search and cognitively evaluate casual properties on the behaviors they experience. When attributions lead to positive affect and high expectancy of future success, such attributions should result in greater willingness to approach to similar achievement tasks in the future than those attributions that produce negative affect and low expectancy of future success.[10] Eventually, such affective and cognitive assessment influences future behavior when individuals encounter similar situations. Weiner's achievement attribution has three categories: stable theory (stable and unstable) locus of control (internal and external) controllability (controllable or uncontrollable)
Expectant theory is a complicated theory that makes the employee out to be the decision maker. The employee chooses whether or not to give their effort depending on what they expect as the outcome of the effort. The calculation of the theory works by measuring the person’s perception of effort that will result in a job performance increase. This leads to the calculation of how performance affects outcomes. The total outcome will be seen and determined if it is attractive for the
Contents A1. 2 Motivation 2 Introduction 2 Similarities of Motivational Theories 2 Conclusion: 3 References: 3 A2 4 Stress Management 4 Stress Management Strategies 4 Reference 5 A3 6 Personality 6 Biological Factors 6 Other Determinants of Personality 7 References 7 B1 8 C1 9 A1. Motivation Introduction Motivation is internal and external factors that stimulate desire and energy in people to be continually drawn and committed to a job, role or subject, or to make an effort to accomplish a goal. Motivation results from the interaction of both conscious and unconscious factors such as the intensity of desire or need, incentive or reward value of the goal, and expectations of the individual and of his or her peers.
Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vroom’s Expectancy-Valence-Instrumentality (VIE) theory (Beck, 1983), can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorising of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behaviour on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002).
Sone pyae toe (5701501026) The theory can be summarized to as a cognitive process of how an individual process the different motivational elements. Expectancy Theory provides an explanation of why individuals choose one behavioral option over others. The idea with this theory is that people are motivated to do something because they think their actions will lead to their desired outcome. In simple terms, it’s about how a person will react to different situations as they think their decision will lead them to their desired outcomes.
Next, there are four types of important theories of motivation which includes Maslow`s H Hierarchy of Needs Theory, McGregor’s Theory X and Theory Y, Herzberg’s Two- Factor Theory and McClelland’s Three-Needs Theory. These theories represent the foundation from which contemporary theories grew and still are used by practising managers to explain employee motivation. Motivation is an internal feeling which can be understood by manager because he is only one always close contact with the employees.” Motivation is