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People Management Motivation Theories Essay

541 words - 3 pages

The Expectancy Theory describes the relationship of what people value, the effort and the behaviour is needed to obtain it. In that the Theory concentrates on the important role of the links between effort, performance and outcome. If a manger is able to build clear and strong linkages within an organization there will be a high motivation level available. Predominated that the employees' believe in the link throughout performance and reward. On one hand, its usefulness is driven by the assumption that values drive motivation whereas on the other hand the main limitation of the Theory comes from the complexity of people in terms of different needs and values.Since the Expectancy Theory was deliberately developed to explain work ...view middle of the document...

The fruitful result is that people will have a high commitment to attain demanding goals. Assessing the consequences of their current behaviour on their own and/or by a timely accurate feedback the behaviour/goal could be revised in order to improve performance.Applying those Theories the weaknesses of the Expectancy Theory was covered by the strengths of the Goal Setting Theory to assess the motivation level and make valuable suggestions of a changed Performance Related Pay Model. In detail:The weaknesses of the Expectancy Theory were determined by a low expectancy and instrumentality as well as by the different needs of people.The strengths of the Goal Setting Theory were determined by considering also the personal goals/intentions and the use of the feedback-/consequence-loop. The combination of those factors boosted performance. Although the weakness of this approach is that employees personal goals/intentions could be changed frequently.One area for improvement is to integrate a negotiation process into the Goal-Setting-Theory to ensure that personal goals/intentions and organizational objectives are consistent.On a generic purpose the Expectancy Theory and Goal Setting Theory are only two out of four available frameworks to assess motivation in order to increase performance. Therefore another suggested area of improvement is on one hand to bear Maslow's Hierarchy of Needs in mind to become a better understanding that multiple motives drive motivation. On the other hand the valuable contribution of the Equity Theory is another building block to make predictions on people's behaviour and level of motivation when there is perceived the condition of inequity.

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