What are the applications of expectation theory in management?

The construction party that happened to the hair flew away.

Expectation theory is a theory that explains the incentive process by examining the causal relationship between people's hard work behavior and the final reward they receive, and chooses the appropriate behavior to achieve the ultimate reward goal. According to this theory, people are motivated when they have a need and the possibility of achieving that need. The level of incentive depends on the product of the expected value and the potency.

The formula is: excite the force potency and expectation.

m m stands for the level of motivation, which refers to the intensity of motivation, that is, the intensity of mobilizing a person's enthusiasm and stimulating his or her inner potential. It shows how hard people are working to reach the goals they set.

v stands for valence, which refers to the value of the goal to meet the needs of the individual, that is, the strength of a person's preference for a certain outcome. （-1≤v≤1）。

e stands for Expected Value, which refers to the probability of performance and need satisfaction that may result from taking a certain behavior. That is, the likelihood of taking a certain action to achieve the goal. （0≤e≤1）。

Expectation Theory.

The expectation theory was developed by the American psychology Ferum in his book "Work and Motivation" published in 1964. This theory holds that people are motivated when they are in need and have the possibility of achieving their goals. The level of incentive depends on the product of the expected value and the potency.

The expectation theory can be expressed by the following formula:

Incentive intensity = potency and expected value.

Motivation intensity refers to the intensity of motivation, the size of the motivation to work, that is, the degree of effort to achieve high performance.

Expected value refers to an individual's estimate of the likelihood of a realistic goal. The expected value is also called the expected probability, if the goal is achieved with complete certainty, then the expected probability is 1; If it is simply impossible to achieve the goal, the expectation is zero. Therefore, the motivation of the goals set by the manager should not be so low that people can easily obtain them and lose their motivational effect.

You can't set your goals too high, so that people can't achieve them by working hard in vain. Therefore, the incentive goal is generally set with a certain degree of difficulty, but it can be achieved through hard work, and such a goal can be achieved.

The expectation theory originated in the developed capitalist countries of the West, and like all incentive theories, it has its class limitations. First of all, the capitalist state exploits the proletariat for the benefit of the capitalists, while the socialist state applies incentives to create more wealth for the society and meet the growing material and cultural needs of the masses. Secondly, the expectation theory is centered on individualism, and all individual efforts and individual judgments are purely subjective, often lacking objective basis, and at the same time ignoring the influence of social group norms on individuals.

Again, the basic logic of the expectation theory: individual effort, performance, reward, and personal satisfaction. This is nothing more than an idealized model, which can only be motivated when people are fully aware of the process and the various relationships, and in fact it is impossible to identify every link in these processes at any time.

It can be seen that the expectation theory also has limitations.

Managers should not focus on general incentives, but rather on those that are considered to be the most effective by the majority of the organization's members.

If the amount of the monthly bonus not only means the monthly income of the prudent judgment, but also is linked to the year-end distribution, salary adjustment and obtaining the title of advanced worker, the comprehensive value of the potency will be greatly increased.

Appropriately increase the difference between the actual valence of different people, and increase the difference between the desired and undesirable behaviors of the organization. If only rewards and no punishments are clear and rewards and punishments are clear, the incentive effect is very different.

Appropriate control of expected and actual probabilities. The expected probability is neither the greater the better, nor the smaller the better, the key is to be appropriate. Frustration may occur when the expected probability of a person is much higher than the actual probability, and when the expected probability is too small, it will reduce the motivation of a certain goal.

The actual probability should ideally be greater than the average personal expected probability to benefit the majority of people. However, the actual probability should be adapted to the valence, the potency is large, the actual probability can be smaller, and the potency is small, the actual probability can be larger.

In management, according to Fromm's expectation theory, in order to achieve the best effect of stimulating forces, we should first pay attention to the setting of goals. Psychology believes that the right goal can give people expectations and make people psychologically motivated, which in turn stimulates enthusiasm and positive behavior. To this end, the following two principles must be taken into account when setting goals:

First, the goal must be linked to the material and spiritual needs of the employees, so that they can see their own interests from the organization's goals, so that the value is greater. Second, to let employees see that there is a high probability of achieving the goal, Lu Shishi's expectation is high. In addition, the following points should be taken into account when setting goals:

1. It is necessary to consider the ambition of the organizational goals and the goals of the employees.

2. Consider the scientific nature of the goal.

3. Consider the phases of the goal.

4. Consider the variability of the target.

Expectation Theory. It is a theory in management and psychology that states that a person's behavior and motivation are driven by the results they expect. Expectation theory holds that employees determine their behavior and motivation based on the magnitude and probability of the rewards and punishments they expect to receive. If employees expect rewards that are not large enough relative to the amount of work and risk, or if they fear unwanted punishment, their behavior and motivation are likely to be negatively impacted.

As a manager, you can use expectation theory to improve employee performance and motivation, and here are some ways to use expectation theory effectively:

1.Provide incentives: Provide employees with attractive incentives, such as salary increases, bonuses, or other benefits, to increase their motivation and enthusiasm for their work.

2.Motivate team spirit: In some cases, employees feel motivated by their identification with the work environment and team spirit among their colleagues, so employees are encouraged to participate in team cheering activities and experience collaboration.

3.Provide training and development opportunities: Provide training and development opportunities to enable employees to better understand their job content and responsibilities, improve their skills and abilities, and reduce their ability to complete various tasks with confidence.

4.Set challenging goals: Set challenging goals that excite employees and work towards achieving them, while those goals also need to align with the employee's abilities and willingness.

5.Provide feedback and support: Providing feedback and support in a timely and regular manner allows employees to know how they are performing and what needs to be improved and adjusted, so that they can improve their motivation and sense of self and principle.

Overall, using expectation theory in management requires you to understand your employees, understand their expectations, identify and meet their needs, and develop attractive and motivating strategies based on the expectations you write about them, so as to increase the motivation and enthusiasm of employees to work and help the business achieve success.