Motivation Concepts Table and Analysis Joa Delgado

Motivation Concepts Table and Analysis

Joa Delgado

February 3, 2015

Motivation Concepts Analysis

Motivation is a term that can be defined from different perspectives, but each definition is associated with an action directed toward behavior. In general terms, motivation is defined as: Stimuli that precede an action and the persistence to complete it. The term comes from the Latin motivus, which means movement and the suffix tion which means action and affection. It, therefore, defines the word motivation as what causes an action to occur.

For several years, many theories related to the term motivation will have sprung. Each theory has its foundations focused on the functionality of its provisions and the individual and/or collective purpose. For this reason, it can be inferred that not all theories have the same application and/or functionality at all work or personal levels (Reeve, J. (2009).

From this perspective, the Theory of Expectative and its motivational functionality can be evaluated in the workplace. It is important to know that the functionality of the workers depends on how intense is they desire to achieve a goal and them probability that it can be achieved (Vroom, 1966). As a result, a worker will strive in carrying out their tasks depending on the odds that will get a performance and a real reward, being these two elements motivational agents.

According to Vroom's theory the effort is separated from the performance and results. The perception of each is important because it is through a conscious process to choose those alternatives that are going to cause more pleasure and avoid pain. Finally, this theory is conceptualized among the theories of process, because it considers the way or the process in which a person becomes motivated.

In the other hand, the concept of Expectancy identifies that when there is an increase of effort there will be an increase in results. Besides this concept, this theory introduced the concept of Instrumentality, which says that if the individual performs well will receive a valued outcome. Beside, introduced the concept of Valence, that is defined when a value was placed on the expected outcome (www.referenceforbusiness.com, n. d.).

Also, the theory of expectations focuses on three relationships: Effort vs. Performance; Performance vs. Reward, and Reward vs. Personal Goals. In the first statement, the theoretical assumes that workers perceive if they exerted some effort will achieve expected performance. Unfortunately, in some occupational settings, the employee does not perceive that recognition.

According to the relationship that exists between Performances and Reward the individual expected that according to their performance will get the proper rewards as better salaries, bonuses or promotions. Finally, rewarded employee expects that rewards such cover their personal interests. It should be noted that not all expectations are focused on economic factors, but there are values that can satisfy the employees as: Loyalty to the company, and the satisfaction of feeling valued, informed and protected. Due sometimes these expectations are not met the applicability of this theory can be relative to different circumstances.

Among the circumstances that may affect that an employee feels motivated to use its best effort to obtain the optimum performance can identify that the employer cannot fulfill with the reward expected by the employee. Also, that such compensation does not cover the personal

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