Reflection Paper On ' Expectancy Theory '

The expectation for excellence set on employees is placed as soon as the employee begins to work. Human Resource

are treated in accordance with Theory Y, they will be motivated and committed to the organisational

Employees trust that the employer has the obligations to facilitate them the following: career advancement, incremental salary, salary based on the current working efficiency, upgrading, safe long-term employment, opportunities to build their career as well as support in case personal problems occur (Mario, Sandra and Dr. Ljiljana 2010, 233). On the other hand, the employees believe that they have the following obligations towards their employer: working overtime, staying loyal, taking initiative to take up new responsibilities at work, providing a beforehand notice when taking another position, be ready for transfer, rejecting support to rivalry, protecting confidential company information, spending a minimum of two years doing the routine (Mario, Sandra and Dr. Ljiljana 2010, 233).

This can also relate to the process theories such as the expectancy and equity theories. The expectancy theory (Appendix c) predicts that individuals will be motivated if they value the reward given for work and believe this is a just reward. By working hard and professionally they can achieve promotion and so become motivated. The basis of the equity theory is related to one’s perception of job input and outcomes and those of their colleagues (Appendix d). Employees in Primark who have high input and outcomes can see these outcomes through the opportunity of promotion. However such fairness does not always arise in Primark.

Almonaitiene, J. (2011). Motivating Employees in Small and Medium Business Enterprises in the Context of Intense Workforce Emigration. Social Sciences, 72(2), 7-15.

The Expectancy Theory of Motivation (hereafter “The Expectancy Theory”) is theory that states: “the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.” (Robbins & Judge, 2012) The theory is among the most widely accepted theories relating to motivation. (QuickMBA, 1999-2010)

Clear If employees are not sure what you expect of them, it can lead to a drop in engagement. They may feel uncertain about their jobs, your reaction to his work that they perform, and what sort of feedback they will receive. In general, people want to do a good job and exceed expectations. Be sure to let them know how to do that. Workers should want to achieve better results however, they can only do that if they are motivated.

Every day we make predictions. Its subconscious, but we do. Imagine meeting someone for the first time and you predicted shaking the person’s hand. In fact, you may have even extended your hand out, if the person you were meeting took the hand and pulled it into a hug, you have just experienced a violation of what you expected to happen. This is called expectancy violations theory. The expectancy violations theory was developed by Judee Burgoon. The theory is an in-depth look into how people respond to an offense to what they perceive as a social norm. Individuals make predictions based on their past interactions and have compiled their own expectations.

• Cognitive engagement means that employees are sure about their job requirements and role expectations.

According to Bateman & Snell (2009), Motivators to employee job performance are centered on extrinsic and intrinsic rewards. Extrinsic rewards are characteristics of the workplace that attract and retain people. They revolve around organization and management policies, working conditions, pay, benefits, and other so-called “hygiene” factors. Intrinsic rewards are motivators that provide employees personal satisfaction in the performance of their jobs such as opportunities for personal and career growth, recognition and the feeling of achievement in the successful completion of a task. (p. 486). Herzberg’s two-factor theory suggests

Motivation and theories -------------------------- 2.1. Definition and theory framework ------------------------------------ Motivation can be described as the driving force of individual behaviour to fulfill needs or achieve goals. Mitchell defines motivation as 'the degree to which an individual wants and chooses to engage in certain specified behaviours' (Mullins 2002:418). In terms of this definition, various theories have been developed around.

The Vroom Expectancy Theory (VET) is a social behavioral theory which is made up of several concepts with the “promise to

that employees remain motivated if they are rewarded to achieve goals of a company. And when they are

Expectancy theory of motivation Hausser Food. Employees and organization both of them have expectation and needs. Organization have expectation to their employees through target. Employees have expectation to the organization or company through their reward if they can reach or above the target. In this point of view The employees of Florida team are feel under rewarded which although they have high E to P that have good P to O

Radosevich, D. J., Levine, M. S., Sumner, K. E., Knight, M. B., Arendt, L. A., & Johnson, V. A. (2009). The role of expectancy theory in goal striving processes. Journal Of The Academy Of Business & Economics, 9(4), 186-192.