Wednesday, November 27, 2019

How expectancy theory and equity theory might be used to motivate graduate trainees working in a large organisation Essay Example

How expectancy theory and equity theory might be used to motivate graduate trainees working in a large organisation Paper There are two main theories behind motivation; Expectancy theory and Equity theory. Expectancy theory, developed by Edward Tolman, is known as a cognitive theory and was brought about to dispute previous behaviourist theories. Equity theory looked at by J. Stacy Adams, is a process theory which is actually based on the idea of inequity. Motivation among graduate trainees can vary depending on the circumstances surrounding an individuals employment. If they are in a career that they are extremely passionate about, they will likely put in more effort than someone who has no real determination. Graduates are likely to be in a job for one of two reasons. They will either be there to get a foothold in the profession that they want to ultimately work in, or to make a lot of money to pay off their student debts. However in both cases, an individual will want to feel rewarded and that they are being treated fairly and in an equitable manner to their peers. We will write a custom essay sample on How expectancy theory and equity theory might be used to motivate graduate trainees working in a large organisation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on How expectancy theory and equity theory might be used to motivate graduate trainees working in a large organisation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on How expectancy theory and equity theory might be used to motivate graduate trainees working in a large organisation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Although Edward Tolman and Kurt Lewin were the first people to pioneer Expectancy theory, it was Victor Vrooms (1964) studies that applied the model to workplace motivation. The theory looks at peoples choice in options left open to them and suggests that an individuals motivation is dependent on how much they want something and their likelihood of achieving it. To ensure that graduates in an organisation are motivated, the company must first recognise the components that make up motivation. These are effort, direction and persistence. Effort looks at what actually motivates an individual while direction determines what behaviours an individual chooses. Persistence examines the role in which sustaining or halting a particular behaviour is important. Once a company understands that its graduates are likely to be motivated if all these criteria are positive, they can begin to formulate plans for ensuring that their employees are happy and conducting a successful job. The expectancy theory suggests that there are three key areas that an individual must want to succeed in. These are expectancy, instrumentality and valence. Vroom suggested a formula and it implied that if an individual put no value on any of the areas they would not be motivated. It is therefore important for a company to ensure that their graduates place value on all three areas, as shown in the diagram below. 1.1 The components of Expectancy Theory While some people believe that each of the components are distinct, it has been shown that there is a link between them and that one leads to another. As the newest employees of a company, graduates will be required to show motivation and a desire to succeed in the company. However if the company provides no set targets or options for them to fulfil the above key areas, there is a likelihood that the motivation would not be shown. Therefore, in order for the company to motivate graduates according to expectancy theory, they must ensure that the more work an individual puts in, it will be recognisable in terms of output. For instrumentality, they should also make clear that the more work an individual does for a company, the quicker they are likely to achieve a promotion or a salary increase. As a graduate, it is likely that an individual will want this promotion but in a case where it might not matter and to ensure that valence is present, it would be important for the company to ensure that the benefits of the promotion outweigh the costs to the individual. In a large organisation it is likely that there will be many graduates but competition to get a place initially may be fierce. It is important for the company to enforce the fact that whilst the individual was lucky to get a place, they very much deserved it and that the company values them as a person and for their talents. This in itself will increase motivation. However, as there will be many others in the same shoes it is important for a company to distinguish between each individual to ensure that their work doesnt go unnoticed. With so many graduates, it is important that whilst distinguishing between all of them, that none are overlooked and all feel equal to one another. J. Stacy Adams (1963, 1965) statement on equity theory was perhaps the most influential of its time. He argued that we are motivated to act in situations which we perceive to be inequitable or unfair (Buchanan Huczynski, 2004). As a graduate, inequity is likely to occur when an individual believes they are receiving more or less than they think they deserve. In an instance where they may be being better rewarded than their counterparts it may not be of concern to them, but when their counterparts are receiving higher benefits than the individual there will be a great feeling of inequity and maybe inadequacy. Adams model is based on inputs and outputs and they need to be balanced and calibrated against others in the workplace in order to ensure equity as the below diagram shows. 1.2 The components of J. Stacey Adams Equity Theory Graduates are likely to not have any previous experience of being in a workplace and therefore will probably make a lot more comparisons than those higher up the corporate ladder. As seen from the above diagram, the graduates perception of rewards and outputs includes money, recognition, responsibility, praise and enjoyment. If the graduate feels that their peers are receiving a higher token in any of these output areas, they are likely to experience inequity. Their inputs will be things such as effort, commitment, time, reliability and loyalty. As an individuals outputs reduce and an inequity manifests, the individual will feel compelled to act upon this reduction. They will try to correct the inequity as quickly as possible and this may involve lowering productivity, increased absenteeism or a reduced quality of the work produced. However, the limitation with this model is that it leaves inputs and outputs open to interpretation according to individual differences. For example, whilst one graduate might place large value on pay rises, another may think that these are negligible and that promotion and climbing the corporate ladder is more important. Adams believes that there are strategies for reducing inequity though and in the case of a graduate where one was being paid more than another for doing similar jobs, then the following steps that an individual would take: 1) Change their outputs (i.e. ask for a pay rise) 2) Change their inputs (i.e. not put in as much effort) 3) Change the other partys outputs (i.e. persuade superiors to cut others pay) 4) Change the other partys inputs (i.e. leave the hard work to others) 5) Change the comparable party (i.e. compare with a different individual) 6) Change attitude to inequity (i.e. reason as to why the other is receiving more outputs) 7) Leave the job Therefore, for an organisation to use equity theory to its advantage and to ensure its graduates continue to be motivated after the first few weeks at the company, it is important to ensure that they feel that their inputs are rewarded by outputs and that their peers are not receiving more outputs than them. Obviously, there will be certain individuals who perform better than others and will deserve higher outputs. When this is the case, the company must ensure that the individuals work is definitely above the standard of their counterparts and that it is made clear to others in the organisation why the said individual received the reward. This will actually have a positive effect on the company in that the other graduates in the company will want to achieve a similar output benefit and therefore be motivated to work harder and in turn their inputs will increase. This will have a spiralling effect which will increase productivity and therefore in turn have a positive effect on the company. Both theories can be used to ensure that the graduates are happy and feel aptly rewarded in their jobs. Expectancy Theory and Equity Theory both take into account the costs to the individual and the rewards that are ultimately expected. It is important for an organisation not to pass these theories by because it may ultimately have a detrimental effect to the reputation of the company. By ensuring that those at the bottom of the firm are enjoying their work and feel aptly rewarded, it will create a positive atmosphere that will ensure that the graduates remain loyal to the organisation and are more likely to stay with them rather than defect to a rival firm.

Sunday, November 24, 2019

Free Essays on Hollywoods Indian

Who determines what makes a person civilized? Who decides whose god is the â€Å"right† god? Who shapes the guidelines of what an acceptable person is? The answer to this question is no one. There should not be any person that has complete authority over another person’s life, beliefs, and living arrangements. Unfortunately for the Native Americans they were under the control of European settlers, even though they may not have been directly under their control, the Europeans stereotype of Native Americans held them captive. From the very first contact with the Native Americans, the Anglos believed them to be inferior. They though they were barbaric, incompetent, and uncivilized. They felt that the Native Americans form of government, religion, and overall culture was unsophisticated and they felt the need to put there â€Å"sophisticated† restrictions on these people. These views that the first settlers had of the Native Americans influenced the way that many people categorized Native Americans throughout history. Even today there are still misconceptions about Native American people and culture. These misconceptions derived mainly because the Native Americans were not like the Europeans. Of course the Native Americans were different from the Europeans in many ways, from physical appearance to language and culture, but the way that the settlers perceived these differences led to stereotypes and misconceptions that were often times negative and degrading to the Native American heritage. The things set the Native Americans apart from the white man, not only socially, but also physically. The white man saw that the Native Americans were different from them, and they wanted to change them and make them look, act, and live differently. This also led to problems and even more negativity toward Native Americans. The most basic misconception of Native Americans that the Europeans had was that they were simple-minded barbarians ... Free Essays on Hollywood's Indian Free Essays on Hollywood's Indian Who determines what makes a person civilized? Who decides whose god is the â€Å"right† god? Who shapes the guidelines of what an acceptable person is? The answer to this question is no one. There should not be any person that has complete authority over another person’s life, beliefs, and living arrangements. Unfortunately for the Native Americans they were under the control of European settlers, even though they may not have been directly under their control, the Europeans stereotype of Native Americans held them captive. From the very first contact with the Native Americans, the Anglos believed them to be inferior. They though they were barbaric, incompetent, and uncivilized. They felt that the Native Americans form of government, religion, and overall culture was unsophisticated and they felt the need to put there â€Å"sophisticated† restrictions on these people. These views that the first settlers had of the Native Americans influenced the way that many people categorized Native Americans throughout history. Even today there are still misconceptions about Native American people and culture. These misconceptions derived mainly because the Native Americans were not like the Europeans. Of course the Native Americans were different from the Europeans in many ways, from physical appearance to language and culture, but the way that the settlers perceived these differences led to stereotypes and misconceptions that were often times negative and degrading to the Native American heritage. The things set the Native Americans apart from the white man, not only socially, but also physically. The white man saw that the Native Americans were different from them, and they wanted to change them and make them look, act, and live differently. This also led to problems and even more negativity toward Native Americans. The most basic misconception of Native Americans that the Europeans had was that they were simple-minded barbarians ...

Thursday, November 21, 2019

Immigration Law of the United States vs. France Essay

Immigration Law of the United States vs. France - Essay Example Many countries in Europe, as well as, Canada have similar concerns. France, in particular, is presently reforming and altering how they handle immigration concerns; their reasoning however is rather different for several reasons. Between these two countries, the United States and France, both, struggle to find balances socially, ethically, economically, and politically to resolve these immigration issues experienced in their countries respectively. Background In order to understand the immigration concerns of each country it is important to explore the immigration history of the two countries, which contributes to immigration situations that exist today. The United States is a country that was founded on immigration. For this reason, there were no laws relating to immigration at all. It wasn’t until a century after the country was founded that the first immigration legislation appeared; however, these policies were specifically biased, it focused to deter the immigration of pr ostitutes, criminals, and peoples of Asian descent.(Ewing, 2012) A quota system was implemented, in 1921, it too was biased in favor of Western Europeans. There were no restrictions or quotas on people of Latin or Hispanic descent until 1965. This was the first year that the quota was applied to Latin and Hispanic immigrants; it was, also, the last year that the quota system was put into practice. ... In 2005 the â€Å"Secure Fence Act† added stronger restrictions on border passage, longer fences, and the insistence of identification documents that are not easily forged or tampered with, all in hopes of deterring illegal immigration into the United States.(Ewing, 2012) Even more recently, are the stringent laws being enforced in the state of Arizona. Where it is now acceptable legal practice to question â€Å"potential† immigrants, who may have an undocumented status; the citizens in Arizona are required to carry the paperwork that verifies their right to be the United States at all times. France’s history with immigration is a little different than the United States. At one time France was the only country in Europe that encouraged permanent immigration to their country. However, by the 1970s, France’s need for migrant labor faltered with the first â€Å"gas shock.† The French political administration discontinued the renewal of visas and began actively working to deter possible immigrants coming from outside their borders. Ironically, with France’s floundering economy France became less attractive to migrant workers, when there is knowingly few jobs to be found.(Guiraudon, 2002) Unlike America, France has no social or professional businesses or organizations that lobby heavily in favor of immigration and the value of diversity on the workforce. France has, almost, taken n a â€Å"xenophobic† mentality, which simply means, that they prefer as few outsiders as possible. France has a large population of Muslim immigrants. They recently passed laws banning the building of minarets on their mosques and the wearing of burkas, or headscarves, in public places.(Remmers, 2010) France, unlike the United States, favors conformity over diversity.