The Comparison of goal setting and acquired needs Motivational Theories of motivation on Job Performance

Introduction

Job performance is a crucial indicator of how well people carry out the responsibilities of the tasks that have been given to them. An individual is classified as either a useful resource who should be retained for a longer period of time or a wasteful one who should be fired based on their work performance. In order to manage human resources effectively, one of the key components of industrial and organizational psychology is the science of work performance. Job performance is a topic that is important to people and has its theories. The goal-setting and expectancy motivating theories are discussed in this essay along with how they affect work performance. In the final analysis, it contends that goal setting is superior to expectancy theory of motivation since goal setting can be used as a frame for applying the expectancy theory.

Goal Setting Theory of Motivation

Dr. John Locke postulated the goal setting theory of motivation in 1960 and reinforced by both Locke and Dr. Latham in 1990. According to the theory, goal setting is an essential part of task performance. In particular, the theory requires that individuals at work collectively and individually create specific, measurable, attainable, realistic and timely (SMART) goals. On the other hand, expectancy theory is more pragmatic based on situations rather than being theatrically defined (Miner, 2005). In a nutshell, the theory proposes that every case is handled base on the outcomes of specific behaviors.

Principles of Goal Setting Theory

On the one hand, goal setting theory is based on five principles which directly affect the outcome of working on a task. These are clarity, challenge, commitment, feedback, and task complexity. Clarity abhors the ad hoc manner in which individuals without goals approach issues related to work. Instead, the idea of SMART goals initiates the sense of clarity so that individuals understand which goals they are pursuing and to what extent. In each clear purpose, there must be a challenge, which is the heart of the motivation. Challenges are supposed to increase the level of commitment since each task has an increasing level of complexity and reward. Lastly, feedback is essential for valuing the level of success attained (Miner, 2005). It is from feedback that the employee can go back and rectify areas of concern and even improve performance in the next cycle.

Expectancy Theory of Motivation

Similarly, the expectancy theory is founded on some three fundamental principles. However, the principles differ from those of the goal setting theory due to conceptual differences. The first principle is expectancy, and it is an experientially defined concept which makes one have belief in a particular outcome of their actions. For instance, an employee may work long hours expecting a result. With expectancy, individuals tend to work hard on tasks while dedicating more extended time to earn rewards. It may also apply to individuals who underperform to send warning signs to the management. The second principle is instrumentality, which basically means the belief that a reward will come along if one meets the expected performance. Lastly, valence refers to the value placed on the expected reward (Miner, 2005).

Comparison of Theories

Considering both theories, it is apparent that the goal setting theory is a better model than the expectancy theory of motivation. With goal setting, the expectancy theory can be brought in the lens of goal achievement. That is to mean, SMART goals are set and expectancy introduced in the event of performance. The good thing about goal setting is that a direction is set, and employees know what exactly is expected of them. Besides, rewards for employees are not as expensive as those who work under the expectancy theory since attaining set goals in it is already a reward. If the expectancy theory is left to operate, then the organization is likely to witness individuals using unscrupulous means to achieve success. However, goal setting will increase chances of success for any firm by bringing all outcomes to the one core aim of the overall success of the enterprise and all its stakeholders.

References

Miner, J. (2005). Organizational behavior 1. Armonk, N.Y.: M.E. Sharpe.