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Management and Governance in Organization

Management and Governance in Organization

Expectancy theory is best described as a process theory. The primary idea behind this theory is that people expect their actions to help them achieve their desired outcomes which they perceive as their source of motivation. One’s motivation in a specific task depends on the relationship between their input to the particular function and the resultant outcome. People tend to modify their behavior about desired results. It has helped leaders in the creation of motivation programs in their workstations thus; it has a potential power of improving motivation.One of the major causes of poor motivation in expectancy theory is lack of recourse that results into poor performance. When one goes to work, they always like to be rewarded according to their contributions. If that is not the case, underperforming employees will receive the same treatment as those performing well. As a result, the well-performing employees reduce their efforts to the level of others employees since they feel that that their efforts are not being rewarded. Failure to reorganize workers efforts reduces overall organization performance.
Primary and Secondary Problems resulting from Expectancy Theory

Primary issue Secondary issues
Lack of promotional opportunities to employees Loss of critical knowledge and experience
Lack of pay increase according to employees performance  Lack of retention of young staff
Unfavorable working conditions Loss of staff to bigger departments
  Lack of coordination between different workgroups
  Lack of appreciation of overtime efforts
   untrustworthy senior staff by junior staff
  Corrupt appointments in favor of leaders

 

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