Money is a major factor
which has a power to influence in accomplishing a task
Person’s motivation is linked with the effort
and performance. Many individual factors such as knowledge, skills, experience,
personality, and ability will be impacted on employee performance
1.
Expectancy – the meaning of this is that maximum effort
will generate higher performance
2. Instrumentality – This means that better performance of employees will lead to achievement of valued outcome. In terms of engineering employees if they achieved good results from their projects or innovations, they would receive something valued by them.
3.
Valence – Valence refers that the value or the importance that the
individual is placing on an expected outcome. The person must like to achieve
the expected outcome. In the case of research and development engineers who
mainly focus on innovations can be valued achievement, income, or the money.
Further engineering employees like scientists will mainly value the
achievement, recognition, praise from others, acceptance than the money that
they will receive. Since these engineering employees mainly work with projects,
experiments in finding something new they will be mainly motivated through such
factors than the money. If they are motivated through the achievement of
success through their projects, they would not value the time off that they
will receive. Instead of that they will work extra time as well to achieve the
success of the project. Therefore, company or the supervisors can identify what
they value the most to motivate them.
References
Akintoye, I. R., 2000. The place of
financial management in personnel psychology. A Paper Presented as Part of
Personnel Psychology Guest Lecture Series.
Guntoro,
B. & Fongmul, S., 2016. VICTOR VROOM’S EXPECTATION THEORY: APPLICATION IN
GOAT SMALLHOLDER FARMERS IN INDONESIA. International Journal of Current
Research, 8(3), pp. 27718-27724.
Lunenburg,
F. C., 2011. Expectancy Theory of Motivation:. International Journal of
Management, Business, and Administration, 15(1), pp. 1-6.
Pembi, S.,
2019. Vroom’s Expectancy Theory and its Application in Management of
Incentives Scheme in AdamawaPlastic Company, Yola, Nigeria. International
Journal of Trend in Scientific Research and Development, 3(5).
Vroom, V.
M. & Deci, E. L., 1983. Management and Motivation. s.l.:Penguin.
Wagner, J. A. & Hollenbeck, J. R., 2007. Organizational Behavior. 3 ed. Upper Saddle: Prentice Hall.
Hello Dumindu. Very well explained. However I would also like to add something regarding employee motivation. Having a motivated staff who work out of enthusiasm is an asset to an organization which is critical to its survival and success. Definition of motivation is the following “Powering people to achieve high levels of performance and overcoming barriers in order to change”. Motivation is the driver of guidance, control and persistence in human behavior (Tahidi,2012).
ReplyDeleteHi Dumindu, Thoroughly explicated. The Expectancy Theory looks at motivation in a more comprehensive and realistic than some of the other theories. Although it is a more complex theory of motivation, it is based on common sense psychology of employees and says that they will be motivated to act when there is an expectancy that their behaviour can result in achievement of desired outcomes. (Pranav Parijat; Shilpi Bagga, 2014)
ReplyDeleteHi Duminda, I concur with you and like to add here. One of the most enduring and slippery difficulties for managers is getting people to produce their best job, even under difficult situations. Indeed, figuring out what drives us as humans is a centuries-old conundrum. Aristotle, Adam Smith, Sigmund Freud, and Abraham Maslow, among the most significant writers on human behavior in history, have sought to comprehend its subtleties and have taught us a great deal about why individuals do the things they do. Lunenburg, F. C., (2011).
ReplyDelete