Why the long face? What’s with the dejected look, the down feeling the lack of motivation to go out there and perform. To face your work tasks and challenges positively.

This scenario plays out before us in a number of sectors, and at all levels of the organisation. In both private and public sectors.

Issues regarding challenges at home, finances, relationships, careers, education ( personal and for your children) mount up daily.

Yet still you are being asked to perform at a high level, to push for high output and results, constantly. BUT….motivation remains at an all time low.

As the stage is set and the phases play off before us, it is evident that the concept of leadership motivation and culture must be amplified, as it aligns itself to organisational performance.

So this is a call to all leadership and management levels to review their approach to motivating their staff and that their workforces are motivated to achieve organisational performance.

Employee motivation is a big issue for effective human resource management of any organisation. Companies adopt various techniques to motivate the employees and increase the overall performance of the company.

In every aspect of life, motivation plays a key role in the defining the efforts put in and the outcome to be expected. Since ancient times, philosophers and scholars have pondered over the role of motivation in an individual’s efficiency to get a job done. This pondering over the years has led to the formation of various theories which aim to explain factors of motivations and enhance the performance of an individual.

These theories explain different factors which effect the motivation of an individual and how they can be utilised to increase the output and efficiency of work done by a person.

Each theory on its own is a very huge and interesting concept and requires sufficient time to comprehend so as to choose the best one for your needs. That is why; in this article we shall look at the Vroom’s Expectancy Theory and explain all of its related factors, especially as it relates to Organisational Performance.

Leadership across all lines must study and know the various factors which affect the performance of an organisation such as, leadership, motivation and performance efficiency.

My research has shown that an individual will perform in a particular manner because they are motivated to choose a certain behavioural trait over the other traits which they possess due to their expectation of the end result of the selected trait which will prove to be beneficial for them in some way.

This theory explains the process an individual undergoes while selecting a motivation behaviour which directly depends upon the appeal of the final outcome.

The expectancy theory also explains that the selection of the behaviour also depends on the perception of the correlation between the efforts, performance and the outcome by the individual which ultimately results in favourable rewards for the individual

The depth of such understanding is necessary now as organisations face challenges in keeping their workforces pumped up, motivated and focused on their organisational performance and efficiency.

The COVID pandemic has released a series of variables that have chipped at the stability and motivation of employees across the spectrum. That is why it’s important to ensure that our research and development teams are busying themselves with extended research and strategies in keeping workforces highly motivated, regardless of the sector or theatre of operations.