To Use Expectancy Theory to Motivate Employees, Managers Can
It'due south hard to find out what motivates each person. You can't even tell why one attribute works like a amuse. But others do more harm than good. Y'all had an inspiring ane-on-one talk with a team member. You feel like you got the signal. She is motivated to move the mountains. However, the next day she devotes all the time to coffee breaks and YouTube videos.
It's time to understand the decisions that people brand behind the scene. Vroom'southward Expectancy Theory is but what perfectly explains what happens.
Is expectancy theory just another lab developed approach that isn't applicable to your work? Nope, it is not like Maslow'south or Herzberg's ones. You can and should use information technology on a daily basis.I heard this story from Corwin.
I had this coming together with Jessica just two months ago. She wanted to go a higher bacon. She gained lots of valuable feel lately. Moreover, it is her sixth twelvemonth in the company. Nosotros had plans for promotion anyway.
So, I setup a meeting. We piece of work out a development plan and success criteria. It is challenging but nothing beyond her capabilities. To brand it formal, we approved it with Department Manager. I prepared him for promotion request beforehand. It was smashing.
Jessica worked hard but within regular working hours. She marked all the points in the plan with flight colors. I put her on probation menses as a Team Atomic number 82.
Probation period successful.
We requite her salary ascent and a new role on a project.
A week afterwards Jessica comes in tears and asks to take it all back and opposite to her previous project.
Guess what I missed?
Her honey moon just finished a week before that meeting.
How is information technology even related, yous ask?
That is the kind of story many of project managers get to i way or another.
So, what had happened?
It is all in Expectancy Theory.
What is Vroom's Expectancy Theory?
The theory explains how a person selects i behavior or another to work towards achieving the desired result.
In other words here is the benefit of Vroom'southward Theory in project management:
It helps to set correct goals that motivate people to increase their performance to attain what they perceive valuable.
Expectancy Theory Formula
The formula is unproblematic. It is a multiple of three variables that results in a motivational force to accomplish the desired result.
[Numbers are for illustration merely. You can't detect whatever exact values.]
As you lot can see, each variable weights in on the motivational force. Declining to frame one of them correctly will lead to poor results and lack of motivation.
Simply what is Expectancy, Instrumentality, and Valence are?
That leads united states of america to the adjacent question:
How does expectancy theory explain motivation?
Every time you lot need to select a pattern of beliefs y'all evaluate the following three components of the desired outcome.
You retrieve in the post-obit way:
- If I piece of work hard, will my efforts lead to increment of my performance?
- Will my college performance guarantee a reward?
- Volition the reward be valuable for me?
Should I Even Bother (or Expectancy)?
Expectancy is 1's belief that his or her efforts will outcome in required functioning.
It has iii components.
1. Personal Capabilities. A person will evaluate whether he or she has what it takes to get at the required performance level. It is a perceived assessment.
Therefore, it is vital for you, as a project managing director, to express trust in person's capabilities. That will help to push button the functioning even farther.
2. Goal Difficulty. A person will evaluate whether information technology is possible or fifty-fifty worth the efforts to achieve the performance goal.
Here is the problem.
You need to residue the goal difficulty. Set it too high, and the person volition get demotivated to work on it. Set it too low – the perceived value of the reward may also decrease.
Information technology is vital to work out the goal difficulty together. Similar Corwin did with the development programme.
On the other mitt setting the bar too low may diminish the perceived value of the reward.
3. Perceived Control. A person will appraise his or her impact and control over the chore at mitt.
Start of all, y'all need to ensure that increased operation leads to tangible results.
Second, the person should see an impact created by the piece of work performed. For example, you lot tin use a Work Breakdown Structure to describe the contribution of a specific team fellow member.
Will my Efforts Consequence in Benefits (or Instrumentality)?
Instrumentality is 1'due south belief that his or her performance will actually lead to the desired result.
It means that a person must believe that y'all tin provide the desired reward or issue.
It may have different aspects:
- A person must feel that you have plenty potency to increase salary or promote. You may non accept direct control over these rewards. Therefore, y'all need to ensure that you lot can negotiate information technology with your direction.
- A person must believe that you accept plenty expertise to lead a project to a successful effect. Otherwise, promising something based on the projection outcome may not be a good thought.
- A person must meet a articulate correlation in the company's policies between performance and rewards. It goes across that. A person must trust individuals who brand calls on distributing the rewards.
Practice I need information technology at all (or Valence)?
Valence is the perceived value of the consequence by a person.
In Corwin'southward story, he thought that a promotion is the desired event for Jessica. At some point, Jessica also considered it every bit valuable.
But there'due south a trick.
Valence should be related to the immediate needs.
So, nigh anybody has long term career goals. And moving upwardly the ladder is a valuable achievement. However, it might non be the immediate need.
Jessica wanted a promotion. Yet, in this catamenia of life, she wanted more free time to spend with her spouse. Therefore, it appeared that Corwin proposed a wrong reward.
That is why you need to know your team on a deeper level.
Personally, I never believed in long term goals every bit a motivation. Even with a articulate career path. I adopt a 2–3 months periods for performance appraisal.
How to utilise expectancy theory of motivation
You use this approach on a daily ground. Each time you inquire someone to practise a job or join a meeting. People go through these assessments unconsciously most of the fourth dimension.
However, whenever y'all demand to exercise a serious one-on-1 talk. Or when you try to motivate someone personally. You need to make the conscious analysis of these all three factors for a given person.
Here are ten cardinal takeaways you lot need to keep in mind:
- Align you promises with company's policies and your management.
- Put trust in person's capabilities.
- Make the required functioning challenging merely achievable.
- Align tasks to the person's skill set.
- Make the correlation betwixt functioning and advantage clear.
- Set transparent expectations.
- Know yous people to motivate them.
- Make rewards distribution logical.
- Give options of operation and related rewards.
- Brand certain that any try has a perceived impact a project.
How exercise you make your promises to motivate people around you? Delight share yous thoughts and feel in comments beneath.
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About the Author
Dmitriy Nizhebetskiy is an active Project Manager who helps junior and mid-level PMs to develop knowledge and skills in project management and leadership.
He provides a lot of learning materials and tips on project management for free at PROJECT MANAGEMENT BASICS .
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Source: https://www.linkedin.com/pulse/expectancy-theory-how-develop-people-motivation-mind-nizhebetskiy
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