Motivational theory and management

And while employees can easily learn the tasks and procedures required to carry out their roles, organizations can benefit from providing motivational incentives for exceptional job performance. Motivational theory in an organization has to do with the way in which a company motivates its employees to perform as a group and within their individual job roles. Organizational Management The way an organization manages its employees plays a significant role in influencing productivity and morale levels. An organization functions as a whole to achieve its stated objectives and also functions as a set of individual departments.

Motivational theory and management

We proofread, edit and make the paper upto mark without any flaws. Starting Rs for 10 pages. Expectancy theory of performance management system By Apara Bhattacharya on September 23, Performance management has been identified as a system that creates context for continuous monitoring and measuring activities of individual employees in a firm.

Similarly it also measures the performance of the entire Motivational theory and management so that organisational goals are met in an effective manner Lebas Key elements of expectancy theory Expectancy theory of performance management was proposed by Victor Vroom in According to him, individuals behave in a specific manner because they get motivated by the desirable outcome of such behaviour.

Performance of an individual should always be aligned with organisational expectations regarding achievement of identified goals in future Salaman et al. The motivation that influences individuals to behave in a particular manner over other forms of behaviour is their expectancy.

This expectancy is regarding the effect of the selected behaviour Oliver ; Salaman et al. Thus, this property helps individuals in determining if they have the required skill sets for accomplishing a work accurately.

However, when performance goals are beyond the achievement, the corresponding motivation also declines. However, when the instrumentality or reward for a number of organisational performances is same, motivation to perform different kinds of work declines.

Thus, individuals evaluate the rewards given to them for performance based on various aspects. This includes differential needs, values, goals and sources of motivation.

Motivational theory and management

On the basis of valence the motivations to accomplish different tasks also vary Burgoon ; Kroth Thus, while deciding to perform in a particular way, individuals give importance to the variable that has the greatest motivational force.

Application of expectancy theory Expectancy theory is applied practically in almost all types of organisations. This is primarily used in all aspects of employment relationship with the main focus on monitoring employee performance Eisenberger et al.

Implementation of expectancy theory is seen in organisational processes such as recruitment and selection of employees for a particular job.

Herzberg - Motivation-Hygiene Theory

On the other hand this theory is also applied to identify the variables that motivate individual employees in the organisation. Specifically, in case of recruitment and selection of employees, this theory helps in determining the motivators that influence people to join an organisation based on needs, goals and past experiences.

In case of assessment of organisational performance, this theory works towards interpreting the specific behaviour that the employees exhibit based on their individual expectancy calculations.

Motivational theory and management

Here it needs mentioning that expectancy theory also postulates that different people want different things from their organisation. This range from good salary to job security to scopes for professional enrichment.

Consequently, this theory helps to map behavioural outcome in respect of organisational training. In other words this theory helps in identifying specific determiners behind a particular behavioural outcome of individual trainees Lunenburg Thus, the theory helps in interpreting individual psychologies.

This in turn helps in recognising the individual motivators that influence people to make choices based on their specific expectations Kanfer ; Ramlall Moreover, this theory centres upon expectations of people and perceptions of the organisation about their corresponding organisational behaviour.

Therefore, it helps in making individual employees aware about organisational behaviour and consequent expectations from the organisation. On the other hand, organisations are able to identify actual performance of their employees using this theory.

Limitation of expectancy theory Expectancy theory is often criticised for being too idealistic. The attributes for performance measurement in expectancy theory is motivation, employee effort, value of rewards, etc.

However, these variables are quite difficult to measure. Moreover, as the model makes a hypothetical assumption that people are too rational and logical in calculating these variables. However, in reality the theory fails to provide specific solution to specific motivational problems.

Secondly, involvement of a number of variables makes the theory complicated in nature.Talks. Contact us to Book or Hire Vusi Thembekwayo Motivational Speaker for your next Event.

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Herding the Black Sheep. Thinking outside the box is out-dated, its time to do it outside the box. The Hierarchy of Needs theory was coined by psychologist Abraham Maslow in his paper “A Theory of Human Motivation”. The crux of the theory is that individuals’ most basic needs must be met before they become motivated to achieve higher level needs.

Bureaucratic Theory by Max Weber. Bureaucratic Theory was developed by a German Sociologist and political economist Max Weber (). According to him, bureaucracy is the most efficient form of organisation. The organisation has a well-defined line of authority.

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Understanding Theory X and Theory Y. Theory X and Theory Y were first explained by McGregor in his book, "The Human Side of Enterprise," and they refer to two styles of management – authoritarian (Theory X) and participative (Theory Y).If you believe that your team members dislike their work and have little motivation, then, according to McGregor, you'll likely use an authoritarian style of.

Taylor's Theory of Scientifc Management Frederick Taylor's theory of motivation states that most workers are motivated solely by the pay they receive for the work they do. He postulated that most workers do not enjoy the work they do and only perform when given the direct reward of monetary payment.

Motivational theory in an organization has to do with the way in which a company motivates its employees to perform as a group and within their individual job roles. Organizational Management.

Theories on Motivation in Organizations and Management |