Expectancy Theory: What Do They Want?

Managers and entrepreneurs have been thinking about how to motivate their employees and the best of them in terms of productivity for hundreds of years. The question "What motivates" is as old as the concept of the employees themselves. With all the progress of society in the last 10,000 years, we have not yet resolved the question. Expectancy theory helps us to improve motivation in the workplace, even if not understand it perfectly.

Expectancy TheoryStates, the motivation of workers is the result of how much a person wants a reward (valence), estimates that the probability that effort leads to the expected performance (expectation) and the belief that the power in the wage (instrumentality result). In other words, people want to believe that exercise they are rewarded for their effort (s) and the level of effort they are willing to, is based on the belief of reward.

Expectancy Theory is constantly working in eachOrganization, the workers are employed. Employees come to work, because in spite of whether they enjoy the kind of work they do pay. To enjoy the work, another advantage is for them. Workers, decisions of the options available and the likelihood of achieving positive results. In this way, determine how much energy and motivation, they are in achieving these objectives to spend.

We learn that managers can choose to put as much motivation and energy employeesOut in the workplace through the provision of what the workers are looking to achieve in relation to the aims and objectives. This does not mean that we should give each employee what they want, but we should build our incentive programs so that they encourage high productivity. For example, if the company improves productivity and sales by 10% in the month of June will be 1% given back to employees in terms of benefits. Highly creative people usually get something along the lines of the bearingsOptions.

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