| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATION EXPECTANCY THEORY": |
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Motivation and Expectancy Theory, 2006.
A discussion regarding challenging the underlying assumptions of the expectancy theory.
4,500 words (approx. 18.0 pages), 15 sources, $ 178.95
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Abstract
This paper reviews and challenges the underlying assumptions of expectancy theory as proposed by Vroom and expanded upon by others, contextualizing expectancy theory into the classic science fiction novel 'Hitchhiker's Guide to the Galaxy' as a means of illustrating a serious logical fallacy embedded within expectancy theory. Through doing so, this paper demonstrates that while the expectancy theory is rationally sound and therefore can be used to critically define and describe many aspects of human motivation, the irrationality of human behavior makes it difficult to critically apply expectancy theory in a manner which guarantees successful prediction of behavior or decisions.
From the Paper
" I. Introduction Expectancy theory was first developed by Victor Vroom as an expanded, divergent investigation into motivational theory and research. Vroom's concept of motivation identified that all individuals have innate goals and expectations which they explore within the confines of a given environmental setting, and that the individual is motivated to achieve their goals when they rationalize that the work expended to do so is validated by the rewards inherent within the goal. "
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Expectancy Theory, 2002.
An overview of Victor Vroom's expectancy theory of motivation.
1,291 words (approx. 5.2 pages), 12 sources, MLA, $ 43.95
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Abstract
The expectancy theory of motivation, which was first created by Victor Vroom, has become a widely accepted theory for explaining how individuals make decisions regarding different behavioral alternatives. This paper examines the basic philosophy of this theory - the need for valence, expectancy and instrumentality in order for the theory to work. It shows arguments against the theory and claims that it is too vague to be seriously applied as a model of human behaviour. Finally, the paper uses the expectancy theory as an example on a real-life situation.
From the Paper
"Research has suggested that the expectancy theory must be expanded in order to consider the effects of the time between when the individual intended to act and when the actual behavior took place; the significance of previous behavior on subsequent behavior; and the sequence of behavior (Saltzer, 1981). Hirokawa and Scheerhorn (1986) developed a model of group decision-making that supports general expectancy theory concepts. This model shows how groups come to decisions, which factors result in decisions, and how individual group members affect the quality of the decisions.
Research shows that treating people as a group may have many benefits, but it also has many undesirable consequences (Hansen, 1997). One of the major consequences is that individuals are proven to show less effort when performing collectively than when performing individually."
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Expectancy Violations Theory, 2008.
An explanation of the expectancy violation theory through the interpretation of a film "How to Lose a Guy in 10 Days."
1,704 words (approx. 6.8 pages), 5 sources, APA, $ 55.95
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Abstract
This paper explains the analyzing expectancy violations theory by examining the film "How to Lose a Guy in 10 Days". The theory is identified with the nature of two people meeting to form a potential relationship by analyzing several scenes from the film.
Outline:
Summary of Movie
Introduction to Theory
Basketball Game Scene
Movie Theater Scene
Dinner at Ben"s house
Interruption of Boy's Night Out
Confrontation
Conclusion
From the Paper
"People from all over the world have different perspectives of what behaviors are considered appropriate for a specific setting. When these behaviors impact other people in a negative way, expectancy violations has occurred. In "How to Lose a Guy in 10 days," this theory identifies with the nature of two people meeting to form a potential relationship. When forming a relationship, both individuals have "preconceived expectations" on how the other person will engage in conversation (Biernat & Billings, 1999). However, men and women hold different views on relationship expectations (Cohen, 2007). Andie Anderson expects to drive Ben away, while Ben expects Andie to fall madly in love with him."
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Vroom's Expectancy Theory, 2007.
A description, analysis and evaluation of Victor Vroom's expectancy.
1,256 words (approx. 5.0 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper provides a brief description of Victor Vroom's expectancy theory which states that people are motivated if they can see a link between their effort (of completing a task) and the expected performance, as well as a link between the expected performance and the desired outcome or reward. In particular, the author applies the theory to his personal experiences while serving in the navy.
Outline:
Introduction
Description of Theory
Description of Experience
Analysis Using Expectancy Theory
Evaluation and Alternatives
Conclusion
From the Paper
"Vroom's expectancy theory can be considered invaluable in terms of serving as a basis for further analysis and helping to "understand the complexity of motivation." (Callahan et al. 1986, p.96) Moreover, it aids managers to reflect on the different outcomes of behaviour, it clarifies the relationship between organizational and individual goals and even suggests some managerial action, such as the design of training schemes and job design. David J. Cherrington suggests that "motivation problems are solved by altering the components of expectancy theory: expectancy, instrumentality, and valence." (1994) "
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Theories of Motivation, 2003.
Discusses various types of motivation.
1,800 words (approx. 7.2 pages), 6 sources, $ 63.95
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Abstract
Examines self determination theory (SDT), intrinsic motivation, extrinsic motivation, external (rewards), introjected (avoid anxiety), and identified (personal values). Discusses expectancy theory and Cognitive Evaluation Theory (CET).
From the Paper
"Motivation is at the center of biological, cognitive and social regulation, and its importance lies in the consequences of the actions its promotes (Ryan and Deci, 2000). Motivation is of primary concern to anyone in a teaching or managerial position ..."
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Lifespan Development Theory, 2008.
This paper looks at the expectation theory that concerns child and adolescent development.
2,486 words (approx. 9.9 pages), 2 sources, MLA, $ 75.95
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Abstract
In this article, the writer presents an examination of the expectation development theory as it relates to child and adolescent life span development. The theory is developed by the writer using the character Forrest Gump as the case study. The writer notes that though the character Forrest Gump is a fictional character in a movie, the character provides a perfect back drop for understanding and applying the invented theory of expectation development. The writer concludes that the movie shows the world that the theory can be applied to human life with little regard to particular cultures or societies and this lends credibility to the truth of the theory itself.
From the Paper
"The Expectation Theory of Life Span development involves several stages of life. It is built on the idea that individuals pass through various stages of expectations and if these stages are successfully met and handled they are mentally, emotionally and physically able to move into the next step of their life span development.
The theory examined and discovered that the importance of adults, peers and others in the life of an individual alternates as various stages of development are entered into and conquered.
"The first stage of the theory involves the child's expectations of the world. As the child is born and travels through his or her basic infancy the child develops expectations of the world and how the world should react to his needs.
This is observed by a child's cry when hungry, wet or ill and the expectation of that child that his or her needs will be met by those that surround his or her life.
"One example of this can be seen in the child who cries when hungry. The expectation the child has from that cry is that one of the caretakers will appear with a bottle or breast, however if that does not happen the child begins to expect negative results from his or her cry. This makes it difficult to move into the next stage of development."
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Motivation, 2007.
An examination of motivation theory and how Citigroup has used these theories to their advantage.
2,762 words (approx. 11.0 pages), 8 sources, MLA, $ 82.95
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Abstract
The paper discusses a variety of prominent motivational theories. The paper explores need theories, expectancy theory, and job detail theory, giving insight into what really motivates employees. Using these theories, the paper explores the motivational strategies used by Citigroup to garner a competitive advantage and secure their leadership position in the industry. The paper concludes that, through the use of motivational strategies, Citigroup is likely to continue on the path of success.
Outline:
Introduction
The Importance of Employee Retention
Motivation Theories Overview
Need Theories Overview
Maslow's Hierarchy of Needs
McClelland's Need Theory
Equity Theory
Vroom's Original Theory
Herzberg's Hygiene Theory
Citigroup's Use of Motivation as a Competitive Advantage and a Factor to their Success
Conclusion
References
From the Paper
"Knowledge management centers on employees acquiring and using knowledge to the benefit of the organization. When an organization can successfully utilize knowledge, they find they have a significant competitive advantage. For this reason, the loss of critical employees, and the loss of this knowledge base and the accompanying skills, can have a detrimental effect on the organization and reduce competitiveness (Ramlall, 2004, p. 52)."
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Employee Motivation, 2007.
This paper examines theories and concepts of employee motivation.
4,600 words (approx. 18.4 pages), 30 sources, MLA, $ 119.95
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Abstract
In this article, the writer notes that the issue of employee motivation is one that has become a central concern of management and leadership in modern business. The writer points out that there has been an increased realization in theory that employees are motivated by much more than salary and that in order to get the most from an employee there are many theories and practical motivational aspects that need to be considered. The writer concludes that the various theories and concepts of employee motivation have led management to reassess styles of leadership. These changes in leadership styles can be seen to be directly and indirectly linked to the cognizance of theories and concepts of employee motivation in the contemporary business world.
Outline:
Introduction
The importance of motivational theories and concepts
Theories of employee motivation
Overview
Theories of human and employee motivators
Maslow and the Hierarchy of Needs
Expectancy Theory
Frederick Herzberg
Career Anchors
Various other theories and concepts
Conclusion: the Practical implication of theory
From the Paper
"There are numerous theoretical perspectives relating to the subject of employee motivation. As mentioned, the issue of motivation in the workplace is at the center of modern leadership and managerial strategies. The different theories of motivation are based on psychological and sociological research and rely heavily on contemporary behavioral psychology. Each theory and theorist attempts to discern and isolate those aspects that are seen to be of critical importance in understanding the facets and factors that create a structure that is conducive to personal motivation."
"Motivation theory in general refers to the ubiquitous motivational aspects that are discerned in human nature. However, it must be noted at the outset that the subject of employee motivation refers mainly to the motivation factors that can be inculcated within a certain environment or, more specifically, within the work place."
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Motivation, 2007.
A look at the theories behind what makes employees perform.
5,870 words (approx. 23.5 pages), 15 sources, MLA, $ 140.95
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Abstract
This paper discusses how the most challenging continual responsibility for any manager is the motivating of employees. It looks at how the challenges of doing this well have been exacerbated by the expectations of what many employees expect in terms of both extrinsic and intrinsic rewards from work, including the opportunity to align their personal passions with those of their professions. The intent of this paper is to review the dominant theories and models of motivation, and explain how each can be used for creating motivational strategies that make sense for the specific needs of employees. Included is an assessment of change management strategies organizations use to better handle the transitions from one strategy to another, and as is often the case, from one organizational structure to another.
Outline:
Abstract
Review of Motivational Theories
Maslow's Need Hierarchy
McClelland's Learned Needs Theory
Vroom's Theory
Adams's Theory
Skinner's Theory
Herzberg's Motivation-Hygiene Theory
Analyzing Herzberg's Motivation Hygiene Theory
Hertzberg's Model of Two Needs
Creating Strategies Based on Hygiene Factors in an Organization
Creating Motivation Strategies in Organizations
Making Job Enrichment Work
Keeping Motivation Focused While Managing Change
Overview of the DICE Model
Managing Motivation Where the Only Constant is Change
From the Paper
"Herzberg (1968) distinguishes between movement and motivation. When a task is completed so the person can obtain their compensation, the person has only moved. As long as there is remuneration, the person will move, but if the remuneration dries up, the movement will also stop. Herzberg makes the assumption that motivation includes commitment and enjoyment of the work or task at hand. Motivation is therefore an internal process that gets activated by a need or a motive. Herzberg's delineation of these two types of motivation elements is quite different than other theories that focus first on the environment and surrounding factors in addition to the inherent nature of the work. The analysis and explanation of external factors and the broader environment also play a role in Maslow's Hierarchy of Needs. "
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Employee Motivation, 2002.
An overview of various motivational theories and their impact on performance.
2,900 words (approx. 11.6 pages), 8 sources, $ 106.95
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Abstract
This paper discusses motivational theories in terms of whether employee satisfaction causes performance or whether performance causes satisfaction. Various theories are examined, such as Expectancy Theory, Theory X, Theory Y, Equity Theory, and, primarily, David McClelland's Three-Needs Theory.
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Communication Theory, 2006.
A summary of the uses and gratifications theory and the agenda-setting theory, two of the most popular and widely recognised theories in communication science.
3,236 words (approx. 12.9 pages), 12 sources, MLA, $ 93.95
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Abstract
This paper studies a local publication, the South African edition of "Men's Health" to investigate the reasoning behind mass media public reading and exposure to this print media product. In order to explain the research findings two prominent mass communication theories are used as theoretical frameworks in the study. This is because an international publication that has over twenty-five versions all over the world, such as "Men's Health", is accessible to many different people on many levels of society and so it therefore forms an integral part of the mass media and provides for an ideal case study. The two theories used are the uses and gratifications theory and the agenda-setting theory, two of the most popular and widely recognised theories.
Outline
Introduction
The Publication
Two Communication Theories
Uses and Gratifications Theory
What Gratifications Are Sought And Obtained?
Media's Role in the Gratifications Process
The Three Processes
Expectancy-Value Theory
Dependency Theory
The Agenda-Setting Theory
Definition
Core Assumptions
Theory Framework and Developments
Contingency Factors
Issue Obtrusiveness
Levels of Agenda-Setting
Critique
Uses and Gratifications Theory
Agenda-Setting Theory
Conclusion
Sources Consulted
From the Paper
"The very first definition of the uses and gratifications theory, put forth by Katz, Blumler and Gurevitch (1974), is still among the best and most accurate, stating that the uses and gratifications theory addresses the social and psychological origins of needs, which generate expectations of the mass media or other sources, which lead to differential patterns of media exposure, resulting in need gratifications. This means that the readers of the Men's Health publication are specifically choosing to read the stories in the magazine because they appeal to a certain need that the reader is trying to fulfil. They expose themselves to the media because the contents such as health reports are fulfilling a social or psychological need. "
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Improving Employee Motivation With Money, 2002.
Examines whether pay/wages is a useful method of improving employee motivation.
2,250 words (approx. 9.0 pages), 24 sources, $ 79.95
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Abstract
Examines whether pay/wages is a useful method of improving employee motivation. Links the concept of money to motivation theory & link with job satisfaction. Discusses causal models; hierarchy of needs model; Expectancy theory; goal setting; Management-By-Objectives (MBO). Assessment of money as the prime motivator. Performance-based compensation system. Concludes that compensation is not the only motivator.
From the Paper
"MONEY AS A MOTIVATOR: A REVIEW
Introduction
This review focuses on the following question: How useful is pay as a method of improving employee motivation? In the review, the concept of money as a motivator is linked to motivation theory.
Defining Motivation and Motivation Theory
Motivation is the process of persuading individuals to act in a desired way. Within most organizational environments, motivation is the process of persuading members of the organization to perform in a productive manner. The need to motivate members of an organization to perform in a productive manner is a well-accepted premise. Disagreement exists, however, in relation to the best means of motivating individuals within organization ..."
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Theories Of Alfred Marshall and John Maynard Keynes, 1999.
Examines Marshall's contributions to Keynesian theory including the concept of expectations, monetary theory, quantity of money, liquidity preference. Discusses the impact of theories of Adam Smith, David Ricardo, John Stuart Mill and others.
8,100 words (approx. 32.4 pages), 32 sources, $ 135.95
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Abstract
The purpose of this research to consider the Marshallian contribution to the Keynesian argument. These contributions are related primarily to the concept of expectations, and to monetary theory. With respect to monetary theory, the emphasis in this research is on quantity of money and liquidity preference.
From the Paper
"THE MARSHALLIAN CONTRIBUTION TO THE KEYNESIAN ARGUMENT
Introduction
The purpose of this research to consider the Marshallian contribution to the Keynesian argument. These contributions are related primarily to the concept of expectations, and to monetary theory. With respect to monetary theory, the emphasis in this research is on quantity of money and liquidity preference.
Background
The Great Depression of the 1930s ushered in unemployment levels of 25 percent and higher in the United States and other industrial economies, and prevailing economic models appeared to be incapable of explaining economic developments (Eisner, 1994, pp. 211-229). It was into this economic morass that John ..."
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Understanding and Implementing Motivation Successfully, 2006.
This paper provides ideas and analysis of how to be better managers to employees in order to motivate them to do a better job.
5,003 words (approx. 20.0 pages), 9 sources, MLA, $ 126.95
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Abstract
In this paper the author recommends ways of how to motivate employees and managers to do a better job. He clearly states that motivation is something that comes from within but that through training, managers can learn to be effective motivators by adjusting their managerial style to the needs of their employees. The author analyzes various areas of management, and looks at how to teach managers to use specific approaches that will motivate individuals, instead of making the mistake of targeting an entire workforce in the same manner. The paper offers different methods of motivation that can be used. The author concludes that many of the motivation problems in companies are not caused by the deficiencies of individual employees, but by expecting people to excel in tasks requiring qualities they just don't have.
Table of Contents
The Bell Shaped Performance Curve
How Has the Bell-Shape Curve Formed?
Benefits Gained By Understanding Employee Motives
Winner's Motives- Accomplishment Motive and Power Motive
Survivors' Motives
Security Motives
The Dependency Motive
The Conformity Model
Comfort Motive
Fairness Motive
The Friendship Motive
Motivating Employees toward Change
Motivating an Employee with a Performance Problem
Motivation & Goal Setting
The Importance of Having a Dream
Setting the Goals
Setting Objectives
Policies Leading to Effective Motivational Systems
Summary
From the Paper
"People with a strong dose of the friendship motive spend a lot of time doing favours for people and trying to be popular. Their underlying motive is to make their private world as safe as possible by eliminating the possibility of adversaries. People with this motive don't mind being manipulated, and dislike disappointing people. For this reason, they do not excel in leadership roles-to keep employees happy they will make all kinds of exceptions to rules and give extra favours. This will result in a loss of discipline and productivity in the workforce. Motivating this group requires little effort since they are so eager to please. In managing this group, managers must be careful not to show undue favouritism towards them since they are so pleasing. It must be ensured that other subordinates do not conclude that they are an easy mark for a flatterer. The best way to keep this group motivated (and unagitated) is to speak to them in terms of continuing employment, i.e. if they continue doing a good job for you, you'll continue doing your best for them."
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