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time, say for a year, because goals or strategy are likely to be changed in relation with circumstances. In case with expectancy theory, the problem is that employee works exclusively for reward. It leads to inference that what employees value at present time does not mean that they will value it at another point of time. It means that employees are motivated for a limited time. Such a situation arise not at all time, but it is necessary to pay attention to the fact that employee can lose his or her motivation if it is long-term targets.

It can be seen that expectancy and goal-setting theories have a lot of similarities, but what are the differences between these theories? Firstly, these theories differ in core concepts. Expectancy theory is founded on the idea that people choose activities which they believe will have a successful performance and will generate desired result. It maintains that individual motivations depend on the valence of results, expectancy that effort will result in a good accomplishment and the instrumentality that performance lead to valued reward. According to expectancy theory, people will work effectively when they are afterward rewarded with something they value. In contrast, goal-setting theory argue, that people are motivated by goal difficulty, goal specificity and feedback. The theory suggests that employee should participate in the goal-setting process to increment the acceptability. In addition, the theory reasons that employee and managers should set up goals together, because it helps to control employee behavior until the goal is reached. Secondly, expectancy theory suggests that people are motivated when the success rate is high. In contrast, goal-setting theory supposes that individuals are motivated by challenging goals where success is not assured. Thirdly, expectancy theory is based on rewards or compensation to be obtained for effort and good performance, usually in monetary form. Employee loses their motivation if there are no rewards or the reward is which employee do not value. My arise such a situation when a person is not satisfied with reward or reward has become not so meaningful as it was anticipated. In this case a person may examine his or her judgment about the value of this outcome and choose another behavior. In contrast, goal-setting theory assumes that employee is working towards specific goal and working without drawing away and it will satisfy their emotions and wishes. Reward is not guaranteed it is gained if performance is successful. The fourth difference, goal-setting theory argues that difficult tasks lead to better performance, because challenging goals promote us to work harder. Nevertheless, the performance will be bad if the goals are too difficult or unrealizable. It means that goals should not be beyond our ability level. Unlike goal-setting theory, expectancy theory contends that difficult tasks are harder to reach than easy ones. And finally the last one, expectancy theory is much difficult to apply than goal-setting theory. Expectancy theory is complex because actions we take are conducted with some various outcomes. Motivation is determined by person's evaluation of the significance of each outcome. For instance, an individual who works hard can be promoted or can get a salary raise. On the other hand, that person who spends much extra time may be forced to cut back on his family and social life. In other words, for one person the promotion and pay ris本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。