Advantages of the Expectancy Theory



It is based on self-interest individual who want to achieve maximum satisfaction and who wants to minimize dissatisfaction.

This theory stresses upon the expectations and perception; what is real and actual is immaterial.

It emphasizes on rewards or pay-offs.

It focuses on psychological extravagance where final objective of individual is to attain maximum pleasure and least pain.

Limitations of the Expectancy Theory

Idealistic because quite a few individuals perceive high degree correlation between performance and rewards.

Limited as reward is not directly correlated with performance in many organizations.

Implications:

• The managers can correlate the preferred outcomes to the aimed performance levels.

• The managers must ensure that the employees can achieve the aimed performance levels.

• The deserving employees must be rewarded for their exceptional performance.

• The reward system must be fair and just in an organization.

• Organizations must design interesting, dynamic and challenging jobs.

Reinforcement theory

It is based on “law of effect”, i.e, individual’s behaviour with positive consequences tends to be repeated, but individual’s behaviour with negative consequences tends not to be repeated.

The external environment of the organization must be designed effectively and positively so as to motivate the employee.

Following methods for controlling the behaviour of the employees:

Positive Reinforcement- This implies giving a positive response when an individu

al shows positive and required behaviour.

Negative Reinforcement- This implies rewarding an employee by removing negative / undesirable consequences.

Punishment- It implies removing positive consequences so as to lower the probability of repeating undesirable behaviour in future.

Extinction- It implies absence of reinforcements.

Reinforcement theory

Skinner had rats in cages, and they received food when the pushed a bar down.

Eventually rats realized that pushing the bar down gave them food so they did it more and more frequently.

Skinner added a negative enforcement in the form of an electric grid. This reinforced the behavior by the rat wanting to make the punishment stop.

Acquired needs theory

Three types of motivational needs:

Achievement motivation [n-ach]

The n-ach person is 'achievement motivated' and seeks the achievement and attainment of realistic but challenging goals, and upwards progress in their job.

People with strong 'achievement motivation' make very good leaders.

Authority/power motivation [n-pow]

The n-pow person is 'authority motivated'. This motivational driver produces a need to be influential, effective and to make an impact.

Affiliation motivation [n-affil]

The n-affil person is 'affiliation motivated' and is a team player motivated by a need to be liked and for friendly relationships and interactions with others.

(1) Most people do not possess a strong achievement-based motivation

(2) Those people who do, display a consistent behavior in setting goals.

Characteristics and attitudes of achievement-motivated people:

Achievement of objectives matters more than material or financial reward

Greater personal satisfaction is felt by achieving the goal than from receiving praise or recognition

Money is regarded as a measure of success, but not the end in itself

Neither status nor security are prime motivations

Accurate quantative feedback is essential, because it enables measurement of success

Achievement-motivated people have the capacity to set high personal goals that they believe to be attainable

 


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