ORGANIZATION BEHAVIOR 

Organization Behavior

Organization Behavior

Q1.Answer: The Expectancy Theory recounts the connection of what persons worth, the effort and the demeanor is required to get it. In that the Theory concentrates on the significant function of the connections between effort, presentation and outcome. If a manger is able to construct clear and powerful linkages inside an association there will be a high motivation grade available. Predominated that the employees' accept as factual in the connection all through presentation and reward. On one hand, its utility is propelled by the assumption that standards propel motivation while on the other hand the major limitation of the Theory arrives from the complexity of persons in periods of distinct desires and values.

Since the Expectancy Theory was deliberately developed to explain work motivation the Goal Setting Theory analyze where the motivation of people derives from in order to fulfill their needs. In that the Theory attempts to link motivation directly to job performance. The obstacle that has to be overcome is the possibility of an available chasm between the organizational objectives and the personal goals/intentions. If these are not consistent they have to be negotiated. Altogether the have to be clear, measurable and attainable (also required within the Expectancy Theory to build up a strong expectancy). The fruitful result is that people will have a high commitment to attain demanding goals. Assessing the consequences of their current behaviour on their own and/or by a timely accurate feedback the behaviour/goal could be revised in order to improve performance.( Lillian 1994)

Applying those Theories the weaknesses of the Expectancy Theory was covered by the strengths of the Goal Setting Theory to assess the motivation level and make valuable suggestions of a changed Performance Related Pay Model. In detail:

The weaknesses of the Expectancy Theory were determined by a low expectancy and instrumentality as well as by the different needs of people.

The strengths of the Goal Setting Theory were determined by considering also the personal goals/intentions and the use of the feedback consequence-loop. The combination of those factors boosted performance. Although the weakness of this approach is that employees personal goals/intentions could be changed frequently.

Manager needs to improve the negotiation process. One area for improvement is to integrate a negotiation process into the Goal-Setting-Theory to ensure that personal goals/intentions and organizational objectives are consistent.

On a generic purpose the Expectancy Theory and Goal Setting Theory are only two out of four available frameworks to assess motivation in order to increase performance. Therefore another suggested area of improvement is on one hand to bear Maslow's Hierarchy of Needs in mind to become a better understanding that multiple motives drive motivation. On the other hand the valuable contribution of the Equity Theory is another building block to make predictions on people's behavior and level of motivation when there is perceived the condition of inequity.

Q.2. Answer: A common description of leadership states that it is 'the procedure through which leaders control the attitudes, behaviours and values of others' (Hagen et al, ...