What Are The Theories Of Motivation?

The Expectancy Theory suggests that individuals choose a particular course of action after they have – often subconsciously – evaluated three critical components of the theory.

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

Using an example of your choice apply the expectation theory of motivation. You should consider both its strengths and weaknesses as a theory.

In principle, the motivation behind chosen behavior is determined by the attraction of the expected outcome. The very core of Vroom’s Expectancy Theory the reasoning processes of how the employee determines the effort behind goal using the motivational elements (Valence, instrumentality, and Expectancy) (Van Eerde & Thierry, 1996). Processing is done before an individual makes the final choice. The expected result, therefore, is not the only determining factor in the decision of performing the task because the person has to predict whether or not the expectation will be filled.

In George Orwell’s book, Animal Farm, Napoleon maintains power over the animals by inducing fear and manipulation.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

The media plays a big role in society. Watching television, listening to the radio, and news media are a staple in American day to day activities (Mantsios 610). The media makes Americans in the United States unaware that there is a stratification of class in America. “We maintain these illusions, in large part, the media hides gross inequalities from public view. In those instances when inequalities are revealed, we are provided with messages that obscure the nature of class realities and blame the victims of class-dominated society for their own plight,” (Mantsios 610). When we think of other countries, such as Africa, the first thing that comes to mind is the starving children of Africa. In the US, the media does not show the people who

Valence; the importance one places on the expected outcome is called valence. A good example of valence is that if an individual is motivated by money; he must not value other offers requiring time offs.

Having motivation to do something is very important. Motivation plays a huge roll in everyone’s life, even If someone has very little motivation. There are several types of motivation such as Instinct and drive motivation. These two motivations are quite similar, but different at the same time. I will compare and contrast both of these types of motivation and what I think about them. These motivations are very important to your life and can determine an outcome of your life.

Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as "positive," such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or morality.

One view held by cognitive theorist an individual’s motivation is based on value and expectation (Textbook 370). According to this theory, people are motivated to preform behaviour to the extent

Cancer is soon to be the leading cause of death in the United States. It currently accounts for nearly one in four deaths, and it is estimated that 1.6 million new cases will develop in 2014 (Freimuth,Ramer,&Hinz, 2009). Today, there are many treatments for cancer but they need to be implemented early and aggressively to achieve a therapeutic outcome. Therefore, it only makes sense to adventure out in the hopes of finding a more effective cancer treatment. Marijuana is a controversial topic in the news today, with many people for the legalization of medicinal use. Marijuana(cannabis) contains various organic chemical compounds known as cannabinoids. In the past few years, research into the anti-tumorigenic effects of cannabinoids have yielded some breathtaking results. This recent research has shown cannabinoids have the ability to inhibit tumor cell growth, and even program the cancerous cells to destroy themselves. These studies have also demonstrated that cannabinoids can affect the way tumor cells metastasize, and invade other tissues (Freimuth,Ramer,&Hinz, 2009). The following review will outline the data related to the impact of cannabinoids on cancer cell viability as well as their effectiveness in cancer symptom relief, compared to the treatments currently being practiced. The findings discussed here hope to shed new light on the therapeutic and anti-tumorigenic uses of cannabinoids.

Expectancy theory could also be overlaid over another theory (e.g. Maslow). Maslow could be used to describe which outcomes people are motivated by and Vroom to describe whether they will act based upon their experience and

Valence Valence is the strength of an employee’s preference for a particular reward. Thus, salary increases, promotion, peer acceptance, recognition by supervisors, or any other reward might have more or less value to individual employees. Unlike expectancy and instrumentality, valences can be either positive or negative. If an employee has a strong preference for attaining a reward, valence is positive. At the other extreme, valence is negative. And if an employee is indifferent to a reward, valence is 0. The total range is from -1 to +1. Theoretically, a reward has a valence because it is related to an employee’s needs. Valence, then, provides a link to the need theories of motivation (Alderfer, Herzberg, Maslow, and McClelland). Vroom suggests that motivation, expectancy, instrumentality, and valence are related to one another by the equation Motivation = Expectancy x Instrumentality x Valence. The multiplier effect in the equation is significant. It means that higher levels of motivation will result when expectancy, instrumentality, and valence are all high than when they are all low. The multiplier assumption of the theory also implies that if any one of the three factors is

What are motivational theories, and how can these theories help to motivate individuals within the workplace. Motivational theories were designed to drive people to be motivated, to meet company goals; and expectation within the organization. One of those theories is the hierarchy of needs, the second is hunters intrinsic/extrinsic theory; both theories would be beneficial in Bill Lawrence’s actions while helping him to become more motivation, self-sufficient; and accountable. While everyone has some form of need from time to time, some people also need some form of motivation; the usage of these motivational theories will help in meeting those expectations. So, what is a need and what is a motivation, “a need, in effect gives a