Are Your Employees Motivated?

Are Your Employees Motivated?

Employees that are too stressed out results to lower quality and productivity. Stress can also result to illness which can either be physical, like fatigue, or mental, like anxiety and tension. However, a certain amount of stress could be required to help keep employees motivated. If things run too smoothly, employees can lose attention and become bored in their work…

The Expectancy Theory
In this theory, both Maslow’s and Herzberg’s motivation theories presents that motivation is triggered by expectations. Though this is true in some points, by generalising it both theories are criticised.

It is obvious with other recent research, that the same people are motivated by different things at different times and that different people are motivated by different things at the same time. Therefore, there is no certain category of motivation. Expectancy refers to the subjective probability that one thing will result in another. Individual perception is, therefore, an essential part of Expectancy theory.

Expectancy Model

With this theory, an expectancy model was designed and determined that one’s motivation is strengthened as their perceived effort-performance and performance-reward probabilities increase. It may seem quite complicated, but we can discuss it through examples.

For instance, how strong can you be motivated to study if you expect to score poorly on your tests no matter how hard you study (low effort-performance probability) and when you know that the tests will not be graded (low performance-reward probability)? In contrast, your motivation to study will increase if you know that you can score well on the tests with just a little hard work (high effort-performance probability) and that your grades will be significantly improved (high performance-reward probability).

Employees & Staff

Employees and staff are no different from students or any other people. They are simply motivated to do and work harder if it will give them better and more valuable rewards.

With this, an employee‟s contribution is determined on their rewards expectation. With this said, managers and leaders can create strategies to try to push them to work harder by making favourable expectations for their employees.

When people can expect personally valued rewards, they will undoubtedly work harder to try to accomplish their tasks.

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Thanks for Reading!

The @BuildaUKBusiness Recruitment Team

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