Management should attain company’s set goals. Motivation is a continuous process; attainment of one goal leads to another goal and a different motivational system. A motivation system/process is a combination of variable with the expected end result as an increased enthusiasm and morale in ones work (Oneil and Drillings, 1994). Expectancy theory is of the opinion that employees perform better when they realize that their efforts will be rewarded and recognized. This paper discusses expectancy theory; it does so using a hypothetical case study.
The theory of expectancy is based on three main components and relationships. The components do not work in isolation but they jointly are applicable to situations at different extent determined by personality of individual employees. These relationships are;
The center of attention here is on the possibility that the individual’s exertion be distinguished in his performance evaluation. If there is a system that recognizes efforts, then employees will be motivated and put more efforts in all they do in anticipation of recognition during appraisal. The theory recognizes that employees need to be rewarded if they perform their duties diligently. Different people are motivated by different things/actions and thus recognizing the best way of motivating them is crucial in an effective motivational system.
Performance-reward. The relationship between good performance and reward by the company are recognized by the theory. A company adopting this theory should have a good system which recognizes a well performance by members. This gives a connection between a reward and performance; it reasons from the angle that if employees when appraised are rewarded accordingly, they are likely to be motivated and produce more output in anticipation of rewards. From this angle the efficiency management should maintain a well structured appraisal method that recognizes and reward performance. On the same line, there should be punishment mechanisms which ensure that those people who do not perform are warned. The punishment mechanism should be adequate enough to teach an offender a lesson at the same time deter the occurrence of a similar behavior in the future, by the same person and by others (Robbins and Judge, 2010).
Rewards-personal goals. It entails the charisma of the probable incentive to the individual. The aim is to encourage personal innovations and creativity by having a system that rewards these personal initiatives. It aims at rewarding ones talent, expertise or area of professionalism which adds more value to an organization. If rewarded it encourages creativity, innovation, and exploitations of ones talent as one anticipates high reward.