Buy term paper on Organizational Behavior

Environment where successes and failures are accepted without punishment is very helpful for successful employee motivation. Workers have to know that even if they made mistakes they learnt valuable lessons for themselves and for the company.
Working to create a motivating environment takes training, time, practice, and the ability to treat mistakes as a significant part of the learning process. Though, it is worth trying in a long run!
As you may see, dream jobs can be different and sometimes it is vital not to drink alcohol on the job but to find a nice management team.
And what if you are dreaming to become not a simple employee but CEO? Than, probably you should know that you are expected to have a really nice salary.
Well-known expectancy theory presupposes that people should be tied to their performance. The expectancy theory claims that employee motivation is higher when he or she is rewarded with rewards he or she values.
The chapter opening case of the book “Organizational Behavior: Key Concepts, Skills, and Best Practices”, demonstrates that practically all CEOs get huge salaries even they are not capable to lead their companies and organizations to profitability and success. No matter what the profits of the company are, corporate boards can find a way to pay CEOs whatever they want. buy term paper
Expectancy theory is about choice. It explains the processes that a person undergoes to take options.
This theory was created by Victor Vroom in 1964. The theory asserts that the strength of a tendency to execute in a certain manner is reliant on the strength of an expectation that execution will be followed by a definite outcome.
The expectancy theory focuses on the following 3 relationships: rewards-personal aims relationship, effort-performance relationship and of course, performance-reward relationship.
Vroom thought that only employees decide whether to execute or not at the job. This decision relied only on the workers’ motivation level which is reliant on 3 factors of valence, expectancy and instrumentality.
The expectancy theory has some benefits:
It is based on hedonist wishing to get maximum satisfaction and to minimize dissatisfaction.
Theory lays stress on the anticipation and perception.
It lays emphasis on rewards or pay-offs.
It focuses on psychological excessiveness where the last aim of individual is to get the greatest pleasure.
The expectancy theory has some limitations as well. The theory seems to be unrealistic because not many people recognize high degree association between work and rewards. The usage of the theory is restricted as reward is not always directly connected with performance in many firms. It may be related to various parameters such as responsibility, position, education.
Using the expectancy theory managers may correlate the favored outcomes to the desirable performance levels; ensure that the workers may achieve the anticipated performance levels; overachievers must be rewarded for the work; the reward system need to be fair; companies have to evolve dynamic, attractive and interesting jobs; the motivation level should be assessed with the help of different techniques such as personal interviews and so on.
Expectancy theory asserts that workers are motivated to behave in way to generate desired combination of anticipated outcomes. Perception is the key in the expectancy theory because it emphasizes ability to predict possible consequences of behavior. The expectancy theory is based on principle of hedonism. Hedonistic people do everything possible to maximize pleasure and reduce pain. So, expectancy theory may be used to predict behavior in any situation in which choice between two options must be made.
In conclusion, understanding the process underlying this theory may help managers to develop the successful organizations motivation.

Reference List
Robert Kreitner, Angelo Kinicki “Organizational Behavior: Key Concepts, Skills, and Best Practices”

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