Expectancy Theory
The motivation to completing something knows there are a start and an end due to the effort you put in. Which in return leads to high performance as looked upon by your peers with an eventual outcome. The need to reach an achievement, such as a day off for hard work or a monetary gain, is what starts motivation. The need than distinguishes the behavior needed in order to reach the need, high effort produces the outcome. Than because of the behavior put forth, the reward is obtained.
A motivation problem at work derives from a constantly changing final product that has no linear approach to finishing. When starting a project, the task is defined as this needs to be done and completed by this date. During the process, something changes and either the project is taken into a new direction, scratched, or starts over from scratch. It’s a constant occurrence when every concert tour that comes through needs customized video equipment systems and cable packages. The motivation problem is starting a project and knowing that the work you put in is just going to change at the end.
Will putting the effort into the task lead to the performance?
(E > P) The problem comes from you thinking that no matter how much work you put in, it’s just going to be a matter of time when something has to be changed. It doesn’t matter if you put in the maximum amount of effort, when it’s just going to be a waste of time because of an edit. The original goal will not be reached and a lot of time would have been wasted.
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Will high performance lead to the desired outcome?
(P > O) High performance through all the changes will lead to an eventual outcome, but won’t receive much recognition for completing for the goal. It equals to 5 different changes, 5 different goals, all to complete 1 goal. More time is put forth, not much recognition or any rewards are offered for possibly staying all night to accommodate the changes.
Are the available outcomes highly valued?
(Valence) The goal is completed, but the outcome is very minimal. Regardless of the outcome, the amount of effort put in doesn’t matter. The high effort put forth earlier to complete the project would change, erasing the work and starting a new. Overtime pay could be seen as an available outcome, stay late to work and make an extra time and a half. But doesn’t seem worth it because overtime can be seen as just how long you stayed at work, compared to being compensated based on results. You can work with minimal effort and still receive overtime.
In order to solve this problem, the solution will have to involve a way to keep the employees motivated and to obtain the maximum amount of effort. The problem of “Will putting the effort into the task lead to the performance?” needs to be addressed first. If the manager realizes that changes are bound to appear, the manager would need to hold a meeting with the employees. The meeting would discuss the job, the work needed to be done, and let them know it may change along the way. The manager could let the employees choose whether to start the project now and change as they go. Or wait until all changes are final and then begin to work on the project, which may run pass operating hours. This will give the employees the choice, since they are putting the work in. If they understand what the project entails and choose to start working on it once all changes have been made. It will give the employees the motivation to put forth their best effort and high performance. They’ll be able to go through the checklist of what needs to be done quicker and be able to gauge their progress themselves. Instead of waiting to hear whether more needs to be added or need to start from scratch.
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The solution to the problem stated above for “Will high performance lead to the desired outcome?” would involve some sort of reward to the employee. Since the project requires a lot of time and effort, leading to the employees staying late. Some sort of reward, besides being paid overtime, will show that their efforts are appreciated. A half day after a long night of work, a late start to make up for the rest they lost from staying late, or a promise of a day off to be used at a later date will add the drive needed to obtain the desired outcome. The employees’ high performance on completing the project will lead to the desired outcome of a day off, or extra rest from the hard work they put in.
The final solution to the problem of “Are the available outcomes highly valued?” will be the extra days off. If an employee realizes that the only thing between a three day weekend is finishing this project, than the employee would put forth the effort. Extra time off from work always seems to provide motivation to the employee to work harder. The extra rest of not having to worry about work and be taken at the employees’ leisure is highly valued. The rest they obtain cements the idea that they earned the day off because they worked their hardest and adds a sense of accomplishment because they reached their goal.
