- Expectancy Theory of Motivation was developed by Victor H. Vroom in 1964 and extended by Porter and Lawler in 1968. The theory is based on the assumption that our behavior is based on making a conscious choice from a set of possible alternative behaviors.
- However Porter & Lawler introduced additional aspects to the expectancy theory. According to porter and lowler, simplicity of the expectancy theory of motivation is a one of major criticism. Under the expectancy theory, it doesn’t explain individual’s different levels of efforts which they acted out. Another default is, in this theory it assumes employees are encouraged by rewards to expand greater efforts obtaining the reward.
Criticism Of Vroom's Expectancy Theory Of Motivation. 6/29/2019 0 Comments First developed by Yale School of Management professor Victor Vroom in 1964, the expectancy theory of motivation attempts to explain what keeps employees working. Its underlying principle is that employees perform in work situations because they expect to receive a.
Expectancy Theory On Motivation
Salary topmost deciding factor for talent in choosing jobs: RandstadET Bureau|
Updated: Apr 26, 2018
Salary and employee benefits continue to be the top driver among the Indian workforce across all profiles while choosing an employer in 2018, according to an employer branding survey conducted by Randstad, one of the leading human resource services provider in the country.
About 48% of the respondents, from 30 participating countries and more than 175,000 people worldwide, have salary on the top their minds when it comes to deciding their place of work. Work-life balance (44%) and job security (42%) are the other two top criteria for men and women alike while opting for an employer, reveals the Randstad Employer Brand Research, covering 75% of the global economy.
The survey shows that men prefer organizations with strong leaders while women find employers who offer robust training programmes more attractive.
Career progression (39%) and strong management (39%) are the fourth and fifth most influencing factors for the Indian workforce.
The importance given to salary and job security as factors considered while choosing an employer has increased even further compared to 2017, across all work profiles. Respondents from the manufacturing industry reflected this trend more than others by rating salary and benefits (52%) and job security (48%) as their top two factors while choosing an employer, followed by strong management (44%) and work-life balance (42%).
“Employer brandinghas never been more important than it is now. Candidates have choices, not only where they decide to work but in what capacity. Organizations must have a story, a greater purpose and a clearly defined North Star which defines why they exist,” said Paul Dupuis, managing director and chief executive officer of Randstad India.