When it comes to motivation there are several theories as it pertains to jobs and keeping an individual working. We will touch base with expectancy theory, need theory, equity theory, and goal theory. The job that I anticipate to obtain after this semester of class is the job of a contract specialist. I will be starting out as an internship and at the end of the process I will hopefully obtain a job with the United States government. Along the way though I will need managers that push me to do my very best in order to accomplish my goals. This is where these specific theories will play a role.
First, expectancy theory contains three parts; expectancy, instrumentality, and valence. All three parts are vital to each other in order for the theory …show more content…
It could also be one’s self in a previous situation. In the contract specialist job field I think I would choose my other interns because they would be going through the same or someone at my same pay grade. If that individual starts to climb and leave me behind I would know I needed to improve. In the equity theory, it is the job of the manager to make the employee feel they are being treated fair. In this case, my manager would need to ensure that I am being viewed as an equal and not just as an intern. My manager may let me help a client or help me view the process of purchasing certain items and have me do a mock sale or something to that effect. This way I am still learning, but I feel equal and not belittled or undervalued. Now lets say in a year a referent of mine starts to climb up as I am left behind, even though I feel like I am putting the same work effort out there. In this situation, I would schedule a meeting with my manager to see what I could do better, a constructive criticism meeting essentially. Obviously, that individual is doing something that I am not and I would need …show more content…
I think in the job capacity of contract specialist I would need achievement and esteem needs. My manager could support these by giving me performance feedback in order to understand what I am doing well and what I could be doing better. I would also need a sense of belonging, which could be helped by sitting in on meetings so that I come to know my coworkers. It would also help me to network. Meetings would be things my manager could
First, expectancy theory contains three parts; expectancy, instrumentality, and valence. All three parts are vital to each other in order for the theory …show more content…
It could also be one’s self in a previous situation. In the contract specialist job field I think I would choose my other interns because they would be going through the same or someone at my same pay grade. If that individual starts to climb and leave me behind I would know I needed to improve. In the equity theory, it is the job of the manager to make the employee feel they are being treated fair. In this case, my manager would need to ensure that I am being viewed as an equal and not just as an intern. My manager may let me help a client or help me view the process of purchasing certain items and have me do a mock sale or something to that effect. This way I am still learning, but I feel equal and not belittled or undervalued. Now lets say in a year a referent of mine starts to climb up as I am left behind, even though I feel like I am putting the same work effort out there. In this situation, I would schedule a meeting with my manager to see what I could do better, a constructive criticism meeting essentially. Obviously, that individual is doing something that I am not and I would need …show more content…
I think in the job capacity of contract specialist I would need achievement and esteem needs. My manager could support these by giving me performance feedback in order to understand what I am doing well and what I could be doing better. I would also need a sense of belonging, which could be helped by sitting in on meetings so that I come to know my coworkers. It would also help me to network. Meetings would be things my manager could