Described by DuBrin, (2013, p. 306), looking at leader’s roles at enhancing motivation more broadly, Jean Houston, an Atlanta based human recourse consultant, says that managers can engage their workers by seeing them, as whole people and courageous conversations that builds trust and sees what is really going on. Expectancy theory is a good starting point to learning how leaders can apply systematic explanations of motivation, for two main reasons. First, the theory is comprehensive: it incorporates and integrates features of other motivation theories, which include goal theory and behavior modification. Second, it offers the leader many guidelines for initiating and sustaining constructive effort from group members. DuBrin (2013, p. 308), …show more content…
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective …show more content…
The LMX model is helpful for leading to achieve long-term business outcomes. Decribed by DuBrin (2013, p. 291), the leader member exchange model (LMX) propose that leaders develop unique working relationships with group members. Many aspects of the LMX relates more closely to teamwork. Leader-membership exchange has also been researched in relationship to many other aspects of workplace behavior, and published research about LMX continues to expand. Goals are also important for leading a team to achieve long-term outcomes. Another recommendation is described by DuBrin (2013, p. 312). Remember certain goals lead to high performance than do generalized goals. Telling someone, “Do your Best” is a generalized goal. A specific goal would be, “Increase the number of new hires to our management training program to fifteen this summer.” When a person’s goals are harder, the more one accomplishes. It is important to remember that a goal is too difficult, they may lower performance. DuBrin (2013, p. 313), remember that the key principle that goals should be connected to feedback and rewards. The most broadly accepted principle of management is to reward people for reaching
The development of a new CBE scale is justifiable based on the explanation of the relationship among antecedents, construct and consequences under an unique theoretical framework. In doing so, this study resulted in strong empirical evidence of the Expectancy Theory (ET) framework for explaining consumer brand engagement self-selected brands. The sequence of effort (cognitive, behavior and emotional), performance (consumer brand engagement) and outcomes (BRR & CBE-O) chain of effects was large and significant. The effort-performance (E-P) causal relation was operationalized by the effort based dimensions of CBE, namely Cognitive, Behavioral and Emotional. The performance-outcome (P-O) causal relation was operationalized by the consumer brand engagement concept, and instrumentality was operationalized as the Brand Related Rewards (BRR) to consumer brand engagement outcomes (CBE-O). It was demonstrated that the brand engagement dimensions predict expected Brand Related Rewards (BRR), which in turn predicts consumer brand engagement outcomes (CBE-O). As a result, hypothesis H3a and H3b were supported. Additionally, the measurements of these constructs are mostly invariant (or partially invariant), with adequate parameter stability.
Having known that adults are supposed to be self-directed, internally motivated and goal-oriented in the learning process, it is believed that Expectancy-Value Theory proposed by Wigfiled and his colleagues might be fruitful in explaining adults’ learning motivation in this case study.
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
Motivation play an important role in today’s work environment as motivated employees are more productive employees. However, the ways how we motivate the employees have to be improved from time to time as employees are being more demanding and that they are more concern about their needs than before. Motivational strategies have probably affected the most by employee concerns and values (Greiner 1986, p. 82). ‘A motivational strategy is any effort to induce employees to initiate and sustain activities that can directly or indirectly improve service productivity’ (Greiner 1986, p. 82). Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory.
Often, money encourages employees to work better. This is known as extrinsic rewards. Extrinsic rewards are given by a manager to increase pay, promotions, and praise. Sometimes, depending in the work place, managers are not able to motivate employees with a raise. Every employee would want an increase in salary to make them want to work harder and give good work. However, managers can praise their employees for the good work. Rather than involving money in motivation, managers can give feedback, recommendations and opportunities to their workers. It gives their employees a sight that their managers care. In other words, McClelland 's needs theory also describes this type of scenario. These types of people actually like the feedback, and they strive to do better to achieve the company 's
Why do we bother having expectations when life is so unexpected? There’s a common list of expectations when it comes to being a WAG: designer bags, fancy clothes, perfectly groomed blonde hair and model looks. Then chuck in some paparazzi shots, famous friends, glamorous events and you’ve reached a hybrid of Victoria Beckham, Lara Bingle and Jesinta Campbell. Although Lisa Johns has blonde hair and an elegant ageing face, she arrived in a basic floral shift dress. She has no air of celebrity about her
The Expectancy Violations Theory originated by Judee Burgoon explains a person’s response to unpredicted actions by their peers, and the numerous meanings that individuals attribute to the abuse or violation of their personal space. Burgoon defined personal space as the “invisible, variable volume of space surrounding an individual that defines that individual’s preferred distance from others” (Griffin, p. 85). Expectancy is what people predict (or expect) will occur, instead of what they wish.
A leader has the most important key environmental factors that impacts employees’ motivation. Leaders can motivate the employees or demoralize them through their own attitudes towards employees, how they relate with them and even the work environment. Employees need to be trusted and entrusted even with critical roles of the company. A leader can motivate employees by responsibly and accurately communicating employee responsibilities, giving them all information they need to perform a particular task (Stachowska and Czaplicka, 2017).. This is because employees want to feel part of the company and know about the happening of the company and have the right information to enable them make decisions concerning their work.
During my work term I was not very motivated to put in effort or go the extra mile for my assigned tasks. Using expectancy theory, the reason for my lack of motivation during my co-op term can be explained clearly and effectively. Starting with expectancy, I did believe that if I exerted more effort, that I would be able to perform my job faster, however, the only reason I felt the need to so was to ensure I received a good evaluation. My assigned work was not important to the project nor was it making any significant impact to those around me. The absence of a supportive leadership also caused me to lose motivation.
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
Praise is given to employees who perform well in the form of verbal praise, gift certificates, plaques, awards, salary increases, and honors dinners at banquet halls. Employees who are given positive reinforcement are more likely to assume ownership of their departments and this also decreases the need for direct managerial involvement. This carefully constructed system of accountability and praise helps to foster effective team functioning, decreasing the need for supervisors and increases a manager’s span of control.
There is considerable debate over merit pay and the effect it has on employees within an organization. Psychologists believe merit pay is related to the incentive theory of psychology; people respond to rewards and with the proper motivation, it increases performance (Cherry). Employers consider merit pay an effective tool and a form of competition strategy for motivating employees to achieve positive performance outcomes. Many employers ignore the fact that incentive plans may motivate some individuals while others have high work ethics and do not need motivation. The intent of this paper is to discuss merit pay used by companies, the motivational factors on employees to reach high achievement, and the challenges that employees face due
Internal promotions and a higher place in the hierarchical level should push people to strive for recognition.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ...