ما هى نظرية التوقع ؟
الوصف
نظرية التوقع لفيكتور فيروم تتعامل مع الحافز والإدارة. .
تفترض نظرية فييروم بأن السلوك نتيجة من الاختيارات الواعية بين البدائل. وإن غرض الاختيارات زيادة السرور وتقليل الألم. إدوارد لولير وليمان بورتر مع فيروم اقترحوا أن العلاقة بين سلوك الناس في العمل وأهدافهم ليست بسيطة كما كان متخيل سابقا من قبل العلماء الآخرين. أدرك فيروم أن أداء موظف يستند على العوامل الفردية مثل الشخصية والمهارات والمعرفة والتجربة والقدرات
تقول نظرية التوقع بأن الأفراد عندهم مجموعات مختلفة من الأهداف ويمكن أن يحفزوا إذا كان عندهم بعض التوقعات.
توقعات نظرية التوقع
- هناك ارتباط إيجابي بين الجهود والأداء
- الأداء المناسب سيؤدى إلى جائزة مرغوبة
- الجائزة ستشبع حاجة مهمة
- الرغبة لإشباع الحاجة القوية بما فيه الكفاية تجعل الجهد مفيد.
نظرية التوقع لفيروم تستند على الاعتقادات الثلاثة التالية.
اعتقادات نظرية التوقع
-
التكافؤ. وترجع إلى التوجيهات العاطفية التي يحملها الناس فيما يتعلق بالنتائج - الجوائز. وعمق حاجة الموظف الخارجية [مال، ترقية، فراغ، منافع] أو الجوهرية - الرضا والإدارة يجب أن تكتشف ما يقدره الموظفون .
-
التوقع. الموظفون لديهم توقعات ومستويات ثقة مختلفة حول ما هم قادرون على عمله. الإدارة يجب أن تكتشف ما يحتاجه الموظفون من مصادر، تدريب، أو إشراف.
-
الوسيلة. فهم الموظفون سواء سيستلمون في الحقيقة الذي يرغبونه ، فى حالة وعد من قبل مدير. . فالإدارة يجب أن تضمن تنفيذ تلك الوعود بالجوائز ويكون الموظفون مدركون لذلك.
يقترح فروم بأن الموظف يعتقد بالتوقع ، والوسيلة،و التكافؤ المتفاعل نفسيا. . وبهذه الطريقة يخلق قوة تحريضية، ومثل هذا الموظف سيتصرف وفق الطريقة التى تجلب السرور ويتفادى الألم. . وهذه القوة يمكن أن تحسب عن طريق معادلة :
معادلة نظرية التوقع
الحافز = التكافؤ * التوقع او الوسيلة
هذه المعادلة يمكن أن تستعمل للإشارة إلى الأشياء وتوقعها مثل : ، الرضا فى العمل، اختيار المهنة، إمكانية البقاء داخل وظيفة ، والجهد الذي يحتمل أن يبذله الفرد في العمل.
| |
 Can Perpetual Demotivation Be Reversed?
Demotivation is like the decomposition process, once it has started, the tale-tale signs remains in spite of whatever vigorous process of disinfecting.
Albeit with limited research, the thesis that it is difficult if not impossible to reverse th...
|
|
|
|
| |
| |
Human Motivation Lies Within
A human can never be motivated. You can just push a bit and show a way. A person always needs to be self-motivated to perform best and be successful.
We as a company in HR spend a lot of effort on motivation programs and trai...
|
|
|
|
| |
| |
Extended Version of the Expectancy Theory (Lambright)
Lambright (2010) addresses an important weakness of the expectancy theory: it makes no distinction between certainty and uncertainty conditions. Indeed, the expectancy theory does not take into account the cases in which there is uncertainty o...
|
|
|
|
| |
| |
Creative Chaos is Conducive to Motivation
When one considers motivation in business organizational terms and politics, the first thing that comes to mind is monetary. Stick-and-carrot.
But taking a more holistic view, I believe motivation is a by-product of human nature liberated from t...
|
|
|
|
| |
| |
Motivation is Owned by the Individual
Motivation is a slippery slope. I believe Wlodkowski who says: one cannot directly motivate another since motivation is owned by the individual; it comes from within us. It's the same as telling one to stop thinking abut sex. You have no control over...
|
|
|
|
| |
| |
Measuring Motivation:The PIAV Assessment
When it comes to looking at the individual there is no substitute (personal bias here) for the Personal Interests, Attitudes and Values (PIAV) assessment.
It is a validated tool (based on the work of Spranger) that ranks the six common motivator...
|
|
|
|
| |
| |
Motivation Should be a Two-way Process
I think the motivation process between the manager and the employees is exchangeable, i.e. bosses should motivate their subordinates in various ways, but at the same time the subordinates should also motivate their bosses through spending a maximum e...
|
|
|
|
| |
| |
Small Motivation Tips
I would be more interested in easy small things to get people motivated. Any ideas such as participating in some special interesting meeting or so. Let's try to collect many motivation tips and ideas. Thanks....
|
|
|
|
| |
| |
Effort Leads to Performance
This is true in most cases, the more you put in the more you get out but there are times when this is not the case.
If you put in all of your effort you do perform better, but it is hard to see how someone can keep up such effort. The human mind...
|
|
|
|
| |
| |
Motivating Workers: McGregors Example
I believe that success in motivating employees is well explained in McGregors example in which, to the question: "What are you doing?", three workers answered differently.
- The first one says, I'm breaking stones.
- The seco...
|
|
|
|
| |
| |
Misunderstandings About Motivation
Motivation is found to be hard by many people but I would like to put across that:
1. Motivation can be done even without financial benefits. Take an example of a thank you from your boss, a pat on the back, a recognition letter, a hand s...
|
|
|
|
| |
| |
Expectancy versus Needs?
There are many different ways to reach goals, but I believe that the NEEDS have more weight than the EXPECTANCY. So what about Maslow thinking of human behavior?...
|
|
|
|
| |
| |
Applications of the Expectancy Theory
This is a very good summary of Expectancy Theory, but I 'd like to know the applications of it in budgeting and planning, and in the implementation of the balanced scorecard or any other valuable applications in HR & performance management. Thanks....
|
|
|
|
| |
| |
Problems with Expectancy Theory. Disadvantages
A problem with Expectancy Theory is that it breaks down if employee does not believe in the motivation or reward. Then other leadership or motivation skills are needed as well as the use of other theories....
|
|
|
|
| |
| |
Satisfaction from Achieving Goals
Satisfaction will usually stem from achievement of goals. Naturally, any employee who believes that his needs have been or will be met, would put in more efforts....
|
|
|
|
| |
|
|
|
نظرية التوقع المجموعة ذات الاهتمام المشترك
|
|
|
|
نظرية التوقع تعلم & احداث
|
|
|
| |
 How Can You Motivate Knowledge Workers?
In the current 'knowledge era', the question what motivates knowledge workers, and, being a manager, how you should motivate and manage them is important.
In their article "The Progress of Small Wins" in HBR May 2011, Professor Theresa M...
|
|
|
|
| |
| |
Controlling the Minds of Employees
I think there can be several way to achieve goals, however what's more important is to have control over the mind of the team members. And that's up to the managers how they carry their team....
|
|
|
|
| |
| |
Motivation in Non-Profit Organizations
I'm having difficulties finding a theory to help me research motivation, and the importance of it, in a non-profit organization. Could someone please give me some advice for the best possible theory? Thanks so much!...
|
|
|
|
| |
|
|
|
|
4 Steps to Motivate your Employees...
As a manager, you can motivate your employees applying Expectancy Theory. Take these 4 steps:
1. Find out what each indvidual employee wants / va...
Usage, application:Using Expectancy Theory in your Department / Group
|
|
|
|
|
| |
|
|
It's All About Perceptions!
Note that what matters in expectancy theory are the perceptions of the person who is to be motivated, not the reality of the situ...
Usage, application:Implementing Expectancy Theory
|
|
|
|
|
| |
|
|
Expectancy can be Unexpected!
Be careful with assuming what the expectancy of a person (employee) is going to be:
Zakary Tormala did research on how people react on other peop...
Usage, application:On Experts and Surprises
|
|
|
|
|
| |
|
|
Relationships in Expectancy Theory
The Expectancy theory focuses on three relationships:
1. Effort<>Performance relationship. The probability perceived by the individual that exer...
Usage, application:Understanding / Teaching Expectancy Theory
|
|
|
|
|
| |
|
|
The Effort -> Performance Relationship
As mentioned in the summary, one of the expectations of Vrooms theory is the positive relationship between effort and performance. Porter and Lawler ...
Usage, application:Coaching, mentoring
|
|
|
|
|
| |
|
|
Reasons Why People are Doing Voluntary Work
Voluntary work has long been seen as an activity performed mainly by unemployed individuals mostly women, both in their youth and retired - because t...
Usage, application:Expectancy Theory, Corporate Social Responsibility, Stakeholder Perspective, Volunteers
|
|
|
|
|
| |
|
|
Family-Work Conflicts (FWC) and Daily Job Performance
FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a Work-Family Conflict (WFC). ...
Usage, application:Family-work conflicts, Coaching, Mentoring, Job Performance
|
|
|
|
|
| |
|
|
Differences in Organizational Commitment Between Paid Workers and Volunteers
Paid and unpaid workers in hybrid organizations
Although financial considerations are an important reason to work for a certain organization, the...
Usage, application:Organizational Commitment, Employee Motivation, Non-profit Organizations
|
|
|
|
|
| |
|
|
| |
أخبار
التوقع نظرية التوقع
|
|
|
|
| |
أخبار
تحفيز موظفين
|
|
|
|
| |
فيديو
التوقع نظرية التوقع
|
|
|
|
| |
فيديو
تحفيز موظفين
|
|
|
|
| |
عروض
التوقع نظرية التوقع
|
|
|
|
| |
عروض
تحفيز موظفين
|
|
|
|
| |
ويكيبيديا
التوقع نظرية التوقع
|
|
|
|
| |
ويكيبيديا
تحفيز موظفين
|
|
|
|
|
|
قارن مع نظرية التوقع على التحفيز مع: Hierarchy of Needs تدرج الاحتياج | Servant-Leadership القيادة-بالخدمة | نظرية الحاجات | Hawthorne Effect Mayo تاثير هاثرون لمايو | Competing Values Framework هيكل القيم التنافسية | Attribution Theory نظرية النسيبة | Framing التشكل | Two Factor Theory Herzberg نظرية العامل الثنائى لهرزبرغ | Theory X Theory Y نظرية اكس نظرية واى | الشبكة الإداريّة Managerial Grid | ERG Theory نظرية أرج | Leadership Continuum التسلسل القيادى | Path-Goal Theory نظرية المسار-الهدف | Leadership Styles اساليب القيادة | Situational Leadership القيادة الموقعيّة | EPIC ADVISERS مستشارو اى بى اى سى | Coaching التدريب الخاص | Mentoring التعلم
العودة لقائمة الادارة: التغير و التنظيم | الموارد البشرية | القيادة
العديد من مناهج و نماذج و نظريات فى الادارة
|
|
|
|
Special Interest Group Leader
|
|
|
|
|
|
