Motivation (Expectancy Theory, Reinforcement Theory, Job Design)

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Management Individual Assignment Introduction As a supervisor of 25 people at a large distribution warehouse, I often encounter problem of excessive tardiness which affecting the production level. There are few theories available to handle this problem, which are Expectancy Theory, Reinforcement Theory and Job Design Concept. Expectancy Theory The expectancy theory explains why individuals choose one behavioural option over the rest (Vroom, 1964). "Expectancy theory proposes that work motivation is dependent upon the perceived association between performance and outcomes and individuals modify their behaviour based on their calculation of anticipated outcomes" (Fang, 2008). "This theory is built upon the idea that motivation comes from a person believing they will get what they wish for in the form of performance or rewards. Although the theory is not "all inclusive" of individual motivation factors, it provides managers with a foundation on which to build a better understanding of clues and methods to motivate employees" (Chen, 1994). By introducing the expectancy theory to my employees in my department, I can henceforth encourage them to be punctual for their job so that they’re entitled to the benefit. Based on the theory, when deciding behavioural option, individuals select the option with the most ideal motivation forces. And the motivation force is function of three distinct perceptions which sometimes known as VIE, which are valence, instrumentality and expectancy where expectancy stands for the efforts that will leads to performance, instrumentality stands for the performance will leads to outcomes and valence stands for these outcomes are valued. (Mitchell, 1999) To apply all these elements in the Expectancy theory, I need to ensure that the rewards and benefits that I’m providing are deserved and wanted by my employees. I will start with a survey

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