Victor Vroom Expectancy Theory 196410/13/2020
The best way to know what kind of rewards will motivation your team is simply to ask.In or out of the workplace, it is hard to commit yourself to work on a given task without the proper motivation.For instance, it may be difficult to convince yourself to exercise, unless you have the motivation of losing weight.
![]() Without the expectancy of a reward in some form of fashion, it is unlikely that your team will commit to putting in the effort needed to produce great work. This might seem like somewhat of an obvious point, but it is critical to the health and longevity of your business. As a simple example, imagine one of your employees arriving for work in the morning. As the day begins, they have two basic options they can choose to work hard all day long, going above and beyond what is expected in order to help the company grow. Or, alternatively, they can do just enough to get by, meeting their requirements but going no further. If the rewards for working hard and working just hard enough to get by are exactly the same, most people are going to choose to do as little as possible. After all, what is their motivation to work harder Only when rewards that are proportional to the effort given are available will your employees truly have motivation to strive for their best. Below, we will look at each of these three variables in greater detail. In other words, if you set goals for your team to reach, they should believe that working hard is going to allow them to reach those goals successfully. There needs to be a direct correlation between effort and success with regard to performance. If your employees believe that they wont be able to reach their goals no matter how hard they work whether those goals are too difficult or there are too many factors out of their control they are unlikely to give a full effort each and every day. These goals should lead to high expectancy a belief that effort is going to translate to success. If the goals you map out are not achievable for any number of reasons, they will fail to motivate your team properly. It is one thing for your employees to have goals set in front of them but it is another thing for there to be a tangible motivation to hit those goals. The most obvious example of this kind of motivation is a pay raise. Other kinds of rewards can include promotions to higher-ranking positions, or even something as simple as recognition in front of others. They have to believe that you will follow through with offers of increased pay or any other kind of reward that is made available when performance standards are met. Also, the performance standards in question must be well-defined to avoid confusion and conflict with regard to the judgment of performance. ![]() Of course, pay increases or bonuses are a pretty safe bet, but even those might not be as attractive to some workers as others.
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