Accounting technicians scheme west africa
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| A.4.2 Process Theories Process theories focus on the goals or processes by which employees are motivated. The major process theories are i) Vroom’s Expectancy Theory ii) Equity Theory E) Vroom's Expectancy Theory Expectancy theories suggest that individuals are rational, aware of their goals, and are influenced by the expected outcomes (results) of their actions. Vroom’s Expectancy Theory of motivation pioneered by Victor Vroom (1964) says that motivation is a 290 function (or product) of an individual's preference for an outcome and the person's perception that a desired outcome will result from specific acts (or behaviour. Motivation = Valence x Expectancy, where valence = the individual preference fora certain outcome and expectancy is the individual's perception that a desired outcome will result from specific acts (or behaviour. Vroom suggests that Valence (i.e. an outcome) and Expectations (i.e. perception that behaviour will result in a desired outcome) could be expressed on a scale ranging from - 1 to +1. -1 0 +1 Figure 5.2: Vroom’s Expectancy model If a person strongly desires a specific outcome his valence will be +1 e.g. if Kofi strongly wants his company to sponsor him fora course at the University his valence will be +1. His colleague in the company Ernest, who is however, completely indifferent to any sponsorship will have a valence of 0. The expectancy of Kofi that the outcome will be met by his action is 0.9. Motivation, according to Vroom is a function of Valence and Expectancy. Thus, if Kofi's Valence for the sponsorship is +1 and his expectancy is 0.9 his motivation will be Motivation V (l) x E (0.9)=+0.9. f the expectancy is the same for both of them (i.e. 0.9), the Motivation for Ernest by sponsorship to University is expressed by Motivation = V (0) x (0.9) = 0. Hence, while Kofi is strongly motivated (0.9) by the University sponsor, Ernest not motivated (0) by it. The expectancy theory shows that motivational forces differ from one individual to another and emphasizes individual perception as an important factor in motivation. t also stresses that the ability of a specific factor/technique to motivate an individual depends largely on his or her preference for some outcomes. Koontz and Weihrich (1990) also suggest that this theory is realistic and proves that individuals have personal goals different from organizational goals. Download 3.37 Mb. Share with your friends:
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