Motivation Theory – What Is Expectancy?
This theory focuses on the concept of expectations. It posits that an employee will put in extra effort when she expects a higher reward. As a result, an individual will be motivated to do more work to achieve the goal. The extent to which an individual will be motivated to work harder may depend on her expectation of the outcome. A recent study of the theory found that environmentalist employees are more likely to recycle paper because they value their environmental stance.
The theory posits that employees are motivated to increase their productivity to receive a reward. However, the premise is flawed, as it assumes that the reward will be beneficial only if the employee believes it is. A $2 raise may not be desirable to a person in a high tax bracket, as his net pay will be reduced. Hence, the simple idea of “the higher the number, the higher the motivation.”
In addition to the above-mentioned aspects, expectancy is affected by perceptions. The employee’s belief in effort, performance, and outcome is affected by the perceived likelihood of getting the reward. When the expected outcome is low, a person will be motivated less than if he or she thinks it is high. For example, a $2 increase in salary is not desirable for someone in a high tax bracket, since his net pay will be reduced.
The expectancy theory posits that the employee will be motivated to do a task if he or she perceives that it will be beneficial. The expectation is based on the perception of the outcome, effort, and performance. A low level of expectation will lower motivation while a high number will boost it. In order to test the concept, the researcher should try to understand the motivation of employees. In the meantime, the expectation of reward will determine whether or not the employee will perform a specific action.
This theory also helps organizations understand the benefits of recognizing their employees. People who believe that their efforts will lead to positive outcomes are more likely to do a task that will be rewarding and satisfying. The expectancy theory can also help organizations understand how to motivate their employees. Although this theory has been criticized for a number of reasons, it is still an important and useful tool in assessing the motivation of employees. It has been found that the most motivated employees will be rewarded with rewards they see as positive, not negative.
The expectancy theory is based on the assumption that the employee will be highly motivated if the outcome of the work they do is positive. The expectation theory suggests that this type of work is a highly desirable outcome, so it is important to recognize those benefits. By assessing these benefits, the employee can determine what motivates him or her to achieve the desired outcomes. Then, he or she can set goals and measure the level of the desired effort.