Goal Setting and Expectancy Theory
GoalSetting and Expectancy Theory
Goalsetting theory and expectancy theory are two courses that are takenby the management of a venture to improve the performance ofemployees. The improved performance is geared towards achieving thegoals and objectives of the organization. However, the two alwayscompete for preference. This paper will analyze the two theories andprove that goal setting theory is preferred to the expectancy theoryin modern management.
Expectancytheory is a deliberate course of activities that are undertaken byemployees after sorting them out from a list of possiblealternatives. The primary aim is to maximize the comfort of employeesin their work and minimize hardships (McCray et al., 2015). On theother hand, goal setting theory entails putting in place targets thatare based on the fundamental principles of achievable objectives. Inthis approach, feedback is the primary input (Mathews et al., 2012).
Thetwo theories are imperative in increasing the output of workers in aventure. Expectancy theory is based on an action to come up with abetter response to increases the production. A similar approach isused in goal setting theory in which goals are set only when they areconceived to be achievable (Vassileva, 2012).
However,goal setting theory will be a better application in modernmanagement. First, it is based on the principle of feedback.Effective reporting and action will improve performance. Secondly, itis heavily inclined to self-efficacy. The approach will enableworkers to go and extra mile and prove their abilities. Riskiercourses will be taken, and this will create new pastures to beoccupied (Mathews et al., 2012).
Inconclusion, goal setting theory is more practical and applicable tomodern management. However, it can be supplemented by the expectancytheory when circumstances dictate so.
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