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期望理论和目标设定理论有很多共同点。这两个理论很相似,因为他们是指激励的过程理论,关注个体如何做出选择与期望的目标相关的决定。他们解释不同的个人因素是怎样影响他们的行为的。这些理论都是基于假设人是理性的,表现自己的方式，由此导致他们所希望的结果。期望和目标设定理论是基于某种程度上的想法,人们认为这是个人主义的和精明的。然而,有时人们不遵循一系列理性的思想和行动。这是这两个理论的局限性所在。下一个相似是期望和目标设定理论的满意度是非常重要的因素。期望理论认为,员工期望满意度是他们做出选择时首选的结果。个体可能希望一个对象，然而从中获得较小的满意度或员工可能没有获得预期满意的结果,但后来发现,这让他感觉满意。满意度可能不同于奖励的价值和他们的结果所得。目标设定理论认为,困难的任务激励员工。这是因为员工带着更多的高目标,因为他们不满意更少的目标。他们满意的水平远远高于那些容易的目标。在反馈必要性时，这些理论之间有共同点。目标设定理论非常重视员工的反馈信息,它揭示了进步的目标。

There are a lot of theories which try to explain the essence of motivation. The theories vary from main concepts to how they are applied. I am going to compare and contrast Expectancy theory and Goal-setting theory through finding similarities and differences between two theories, as well as suggest how managers can motivate employees to encourage hard work and better performance.

Expectancy theory and Goal-setting theory have a lot in common. The theories are quite similar because they refer to process theories of motivation that focus on how individuals make choices in relation with desired goals. They explain how different personal factors influence their behavior. These theories are based on assumption that people are rational and behave themselves in a way that leads to the outcomes that are wished. Expectancy and goal-setting theory are based on idea that people think in a way which is individualistic and calculative. However, sometimes people do not follow rational succession of thoughts and actions. That is one of the limitations of these two theories. The next likeness is that for expectancy and goal-setting theories satisfaction is very important factor. Expectancy theory argues that employees anticipate satisfaction when preferred outcome is achieved. An individual may wish an object but then get little satisfaction from it or an employee may not anticipate any satisfaction from an outcome but find later that it gives him feelings of satisfaction. Satisfaction may differ from value of reward and outcome achieved. Goal-setting theory suggests that difficult tasks motivate employees. That is because employees with high objective generate more, because they are dissatisfied with less. The level of their satisfaction is much higher than those with easy goals. The theories are also common in necessity of feedback. Goal-setting theory puts a great emphasis on the feedback of information that reveals progress of employee's goals. Knowledge of results of past performance helps to improve efficacy of the performance. Expectancy theory suggests that a significant feedback loop is the probability that performance lead to valued reward. Further, one of the most important propositions of goal-setting theory is that goal should be clear, precise and unambiguous. Employee must be provided with a good understanding of the goal and performance standards to avoid any confusion. Expectancy theory also maintains that task must be clear and definite, because employees must know how best to do performance and how best to direct their exertions. The last, Expectancy and goal-setting theories are much easier to apply for short-term targets. Goal-setting theory argues that it is difficult to motivate people for a long 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。