Expectancy Theory of Motivation at Use in the Workplace

Since there is little or no difference between the salaries increases of employees who meet production goals and those who do not, some employees have said they are not motivated to achieve the goals, even if they are capable of doing so. The company must ensure that employees meeting company goals are rewarded with bonuses, salary increases, or other incentives that are greater and more appealing than those received by employees not meeting the goals. The company could further differentiate the

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

In the introduction and chapter one of Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink expressed how behavioral science can change the common understanding of people’s driving force and suggests a more helpful way to better performance. Pink mentioned that there are two main drives that are powered by behavior. First is the biological drive which comes from within individuals and the second drive comes from without rewards and punishments the environment provides for performing in particular ways. However, a scientist named Harry F. Harlow came up with a third drive after experimenting with monkeys and Harlow called it the “intrinsic motivation.” Harlow said that to completely comprehend the human condition, people have

In this case these workers are needing to have a change in their compensation to create a stronger correlation between meeting department goals and salary increase. These employees would generally increase their effort, if there was a distinctive

Crabb (1977) suggest that motivation is a natural and universal drive to meet ones needs

out of employees because employees should exceed the expectations of the job to earn pay while

Another equally important phase that should also be paid attention is the reward mechanism. It is obvious an excellent reward mechanism designed not only raises workers' morale, but also ensures fairness. With an outstanding reward mechanism, workers will do their best to work hard due to the salary reward and other fringe benefits. A not a long ago survey conducted by five major cities in China, such as Beijing, Tianjin, Shanghai and so forth, reveals that rewarding encourages workers' to engage in their job and stimulates their potentials at the same

of the company encourages the same. The research will align the reward system and ultimate goals

Motivation is the reason or purpose behind action, or what causes one to act in

For example, if the employee desire to be promoted then they believe that if they perform well according to their tasks and they will be rightfully rewarded with the promotion, this is also called another method of motivating the employees (Study.com,

Talking about compensation, it should be in the same level offered by other companies as tempting pay attract, keep and develop effective

Mankind derives their motivation from five varying sources. Physiological factors are motivations such as when sexual interests are developed by specific areas of the brain or hormones. Motivation also impacts our behavior. We have a motive to get fed, quench our thirst, and take a nap. Humans are also motivated by our emotions, such as love, hate, envy, and fear. These can cause our behavior to change in any drastic direction, from donating to the poor or senseless violence. Cognitive factors are motivations that affect your behavior by how you look at the world, personal beliefs, and your physical capabilities. The final factor of motivation comes from social and environmental motivations. Examples of this factor include anything from parents and teachers to televisions and the internet. (Bernstein 2014, p. 298)

The way the compensatory system is structured in the scenario leaves little room for the employees to be highly motivated. The employees feel the

The second different practice between two companies is the value of compensation to which plays an important role in motivating employees and achieving companies’ goal. The most effective reward and compensation systems align with objectives, outcome-based evaluations of employee performance. Each employee’s performance measurement should reflect the organization’s business strategy and financial goals. Compensation should also reflect the employee’s performance level and his/her contributions to the organization’s success. Sometimes compensations from the wrong practices occurred by nepotism and stereotypes, prevent organizations from achieving strategic goals. Hence, organizations need to align their compensation and reward systems with performance and fair-based criteria to increase productivity and to achieve

Baron (1983) says that “motivation is a set of process concerned with a kind of force that energizes behavior and directs it towards achieving some specific goals” (Baron, 1983, p. xxx). According to Kreitner and Kinicki (2001, p.162) motivation represents “those psychological processes that cause the stimulation, persistence of voluntary actions that are goal directed”. Consequently, these definitions lead to the assumption that motivation is something evolving from within an individual as well as the individual being influenced by external factors.