The expectancy theory was proposed by Victor H. Vroom; this motivation theory is mainly based on the efforts of every individual, and their belief in achieving rewards. Furthermore individuals consider 3 main issues, before making an effort to perform at a given level. As mentioned by (Richards n.d.) (anonymous 2011)The first of them is Expectancy which is the belief of the employees that better efforts will result in better performance, which is something that the phone services company lacked, as they had a poor attitude towards work. The second thing is performance/instrumentality; it is the faith of the employees that now that they have done a good job, their rewards should definitely improve. Again this was another main or primary issue rather with the phone services company where they had a poor reward system, which meant that a person who’s only giving a 70% effort at his work would receive the same rewards as a person giving their 100%. Hereafter the last one is Valence/ satisfaction that is gained from the effort put in and the rewards achieved from doing so. So therefore in conclusion the phone services company must motivate their staff to put in more effort into their work, and reward them for doing so.
Equity Theory
The equity theory was developed by John Stacey Adams 1963, to explain how we identify and react to events that we see as inequitable and why managerial behaviors influence employee motivation and performance. According to this theory we prefer situations of balance, where the amount of input is equal to the amount of output we achieve. For example the efforts or inputs typically include effort, loyalty, hard work, commitment, tolerance etc. and outputs or rewards include such things as recognition, sense of achievement, praise, job security, promotion etc. (anonymous, Mind tools n.d.) (world press, green park n.d.)Furthermore the phone services company lacked this, as there was no input, whether it was from higher management staff or lower management, nobody was making an effort to improve the services that the company was providing and yet the customer complaints. Therefore in conclusion staff must be rewarded and provided a sense of belonging to the company in order to motivate them to work better.
Bibliography anonymous. Management study guide. 2011. http://www.managementstudyguide.com/expectancy-theory-motivation.htm (accessed september 27, 2011).
—. Mind tools. http://www.mindtools.com/pages/article/newLDR_96.htm (accessed september 27, 2011).
Richards, Huw. institute for manufacturing, University of cambridge . http://www.ifm.eng.cam.ac.uk/dstools/paradigm/vroom.html (accessed september 27, 2011). world press, green park. Equity theory. http://www.equitytheory.net/ (accessed september 27, 2011).
Bibliography: anonymous. Management study guide. 2011. http://www.managementstudyguide.com/expectancy-theory-motivation.htm (accessed september 27, 2011). —. Mind tools. http://www.mindtools.com/pages/article/newLDR_96.htm (accessed september 27, 2011). Richards, Huw. institute for manufacturing, University of cambridge . http://www.ifm.eng.cam.ac.uk/dstools/paradigm/vroom.html (accessed september 27, 2011). world press, green park. Equity theory. http://www.equitytheory.net/ (accessed september 27, 2011).
You May Also Find These Documents Helpful
-
"Expectancy theory directs us to determine employees ' current views or perceptions about the odds of achieving certain goals and relative preferences for different rewards or "outcomes" in their work.…
- 4999 Words
- 20 Pages
Good Essays -
In the case study of Two Men and A Truck and Mary Ellen Sheets the Expectancy Theory and the Job Enrichment Theory were used to motivate her to grow her business. Even though Mary Ellen Sheets started the company she knew that with hard work she could grow her business and make it successful. Mary Ellen Sheets also understood that if she applied herself and worked hard she would have the success she desired. Even though she made many mistakes she was motivated to continue on and make her business a success.…
- 531 Words
- 3 Pages
Satisfactory Essays -
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 the performance on the task. Therefore, effort leads to performance or E P. This effort is closely related to the individual’s belief that they can perform the given task (self-efficacy), whether they believe the task is perceived obtainable, and the individual can control the goal or performance. If the result of a strong effort is a good or exceptional performance, than the result of good performance should be a given outcome, P O. This outcome should be a reward tied closely to the task and performance. A reward that is tied significant to the performance will help to motivate the individual’s effort. The third key factor of Vroom’s expectancy theory is valence. Valence refers to how much value the individual places on the reward, V(R). Again, the reward should be tied to the outcome, but without a perceived value by the individuals, performance will not put forth any effort to begin with. A summary of the Vroom’s expectancy is seen with the following notation. (Web site, Expectancy Theory, 2013)…
- 668 Words
- 3 Pages
Good Essays -
Nordstrom had used the expectancy theory of motivation for compensating their employees. When a sales clerk joined Nordstrom, he/she expected that they first will be valued and also will be…
- 577 Words
- 3 Pages
Good Essays -
Some theories of motivation use individual needs to explain the behaviors and attitudes of people at work and all the theories agree that needs cause tensions that influence attitudes and behavior. Good managers and leaders establish conditions in which people can satisfy important needs through their work. They also take action to eliminate things that can block the satisfaction of important needs. (Chapter 10, Section 10.1) As a manager expectancy theory is one motivation you want to keep within your teams. People believe that working hard will result in a level of task performance being completed. A person also believes that successful performance will be followed by some sort of reward or other means of an incentive. People place value on their work also just because of the possible rewards and other work-related outcomes. Being an observant manager an applying this theory when necessary will keep employees fulfilled and wanting to do their jobs to the full…
- 927 Words
- 4 Pages
Good Essays -
Both Mary Shelley’s 1818 gothic novel Frankenstein and Ridley Scott’s 1982 film Blade Runner explore the dehumanising effects of technology. Although the texts differ in context they connect through their exploration of transcendent societal concerns. A key theme explored in both texts is the dangers associated with unrestricted and dehumanising technology.…
- 707 Words
- 3 Pages
Good Essays -
Rubash goal was to drive productivity in order to increase MGOA revenue, and he figured out he could achieved this by motivating the doctors to increase their clinical productivity and making each one of them take full responsibility for his cost. However, the Expectancy theory reveals that employee motivation is an outcome of how much an individual wants a reward (valence), the assessment that the likelihood that the effort will lead to expected performance (expectancy) and the belief that the performance will lead to reward (instrumentality). This theory concentrates on the following relationship as it applies to MGOA pay for performance strengths and weaknesses:…
- 860 Words
- 4 Pages
Good Essays -
The expectancy theory is a theory that suggests that the motivation of an individual to perform in a certain manner is dependent on how much the individual anticipates that the performance will be followed by a reward and on how much the said reward means to the individual. In other words, the individual’s motivation is measured by how much an individual wants a reward (Valence), the assessment of the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). Where valance is the strength of the individual’s preference for a particular reward, Expectancy ca be described as the individual’s confidence in his ability and skill to produce the necessary level of performance and Instrumentality is the individual’s estimate of the chance that by producing the necessary level of performance, it’ll result in various work rewards. The expectancy theory concentrates on the following three relationships:…
- 596 Words
- 3 Pages
Good Essays -
The first method would be setting goals whether they are specific, challenging, acceptance, commitment, clarifying, and rewarding they can create a motivation within each individual involved (Lombardi, 2007). The second method would be the expectancy theory that shows a person that would work hard if there was a positive outcome and if they are rewarded for their hard work. The employee or employees would be more motivated and the hard work that each employee puts into the rewards and the outcome will determine their motivation. The third method would be the equity theory which motivates the sense of achievement by giving each and every employee the same opportunity and by giving the same rewards for the hard work they have done for the organization. By making people feel important about their hard work and their skills provides then with the feeling of encouragement and happiness. This has to be maintained in order for the employee or employees to contribute their hard work for good quality…
- 1093 Words
- 5 Pages
Better Essays -
The Sherman Antitrust Act, enacted in 1890, was initially applied to any activity that interrupted the free flow of commerce. Applied to unions to stifle their activity.…
- 606 Words
- 3 Pages
Good Essays -
After the employee assessments for Essence, her assessments revealed that she is a motivated employee and is fulfilled in her role within the company. She is capable of making sound decisions with her job and it is not widely affected by her emotions. Essence has proved to be a capable decisive employee; always helpful, willing and able to execute direction and able to give direction. To keep this employee motivated the theory that came in to mind is the Expectancy Theory. With using the Expectancy Theory the employee also knows that working effectively and efficiently will only equal excellence. Within turn gaining excellence…
- 617 Words
- 3 Pages
Good Essays -
The equity theory is a theory of motivation based on the premise that people are motivated to obtain and preserve equitable treatment for themselves. According to the theory everyone establishes their own level or equitability, based on what they see around them. Our perception is an input to outcome ratio.…
- 840 Words
- 4 Pages
Good Essays -
Expectancy Theories – connect taught and motivation and are explanations of behavior that focus on people’s expectations of success in reaching a goal and their need for achievement as energizing factors.…
- 700 Words
- 3 Pages
Good Essays -
Shein (1980) explained the concept of the psychological contract as a set of mutual expectations held between the employee and employer within the workplace. It is an unwritten set of expectations operating at all times.…
- 1215 Words
- 5 Pages
Better Essays -
The idea of fairness is applied in the context of wages, the relationship between work and income, between the pay of individual or group and another. This statement was further explored by Adams (1963) through The Equity Theory states that employees strive for equity between themselves and other workers. Equity is achieved when the ratio of employee outcomes over inputs is equal to the other employee`s outcomes over inputs. Adams, further, suggested that the higher an individual `s perception of equity, the more motivated they will be, and if someone perceives an unfair environment they will be demotivated.…
- 1688 Words
- 6 Pages
Powerful Essays