EXPECTANCY THEORY offers one more linkage insight into why many people are not motivated in their job. The last of the three links or relationships is:
The Reward = Attractiveness relationship (How attractive is the reward?)
In this last relationship the individual’s personal judgments and personal goals come strongly into play. If you offer a promotion to someone who is looking for more intellectually challenging technical problems/opportunities the reward offered will be ineffective. More money may not be attractive to someone who craves more personal time to be with his or her family.
The key message this theory offers for effective leader/managers is that it demonstrates the need for leaders to have a sound understanding of an INDIVIDUALS goals and aspirations and their perceived linkage between effort and performance, performance and rewards and finally rewards and individual goal satisfaction.
THE OLD ‘LETS HAVE AND EMPLOYEE OF THE MONTH AND HAND OUT SOME RECOGNITION’ JUST DOES NOT WORK.
The Reward = Attractiveness relationship (How attractive is the reward?)
In this last relationship the individual’s personal judgments and personal goals come strongly into play. If you offer a promotion to someone who is looking for more intellectually challenging technical problems/opportunities the reward offered will be ineffective. More money may not be attractive to someone who craves more personal time to be with his or her family.
The key message this theory offers for effective leader/managers is that it demonstrates the need for leaders to have a sound understanding of an INDIVIDUALS goals and aspirations and their perceived linkage between effort and performance, performance and rewards and finally rewards and individual goal satisfaction.
THE OLD ‘LETS HAVE AND EMPLOYEE OF THE MONTH AND HAND OUT SOME RECOGNITION’ JUST DOES NOT WORK.
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