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Essay / Research Paper Abstract
This 6-page paper discusses the goal-setting and expectancy theories of motivation and how they differ and are simliar with one another. Bibliography lists 2 sources.
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6 pages (~225 words per page)
File: D0_MTmanthe.rtf
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Unformatted sample text from the term paper:
be expected for any business process or topic, many theories have sprung up in an attempt to explain workforce motivation and improvement. For
purposes of this paper, well try to explain two such theories - expectancy theory and goal theory; and well try to determine how they work, and how and why they
might be successful tools to help a manager motivate his or her workforce. Expectancy Theory - Setting Up-Front Expectations According to the experts
in motivational theory, perhaps the most widely accepted explanations of motivation can be traced from sociologist Victor Vroom and his Expectancy theory (Anonymous, 2002).
Vroom notes that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act or behavior will be followed
by a given outcome; and furthermore, the attraction of that outcome to the individual (Anonymous, 2002). Vroom went further, suggesting that that people
consciously choose specific courses of action, based upon attitudes, and beliefs, and as a consequence of desires to enhance pleasure and avoid pain (Isaac et al, 2001).
In the workplace, expectancy theory means that an employee can be motivated to perform better when he or she has the belief that that a better
performance will lead to good performance appraisal; with that appraisal resulting in reaching a personal goal, in the form of a rewards (Anonymous, 2002).
The expectancy theory focuses on three things: efforts and performance relationship; performance and reward relationship and rewards and personal goal relationship (Anonymous, 2002).
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