Course Work 7. What do you think Vroom’s expectancy theory of motivation stands for?

Course Work 7
Student’s Name
Institution
Course Work 7
Question 1
According to Vroom’s expectancy theory of motivation, employees are bound to work harder if they think their efforts will result in a particular desired outcome (Dekker, 2016). Therefore, if an employee desires a specific outcome that they would attain through hard work, they will be more motivated. The theory comprises three elements: valence, which refers to the attractiveness of probable incentives, rewards, or outcomes; expectancy, which means an employee’s belief that they do or do not have the capacity to attain the desired outcome; and force, which refers to an employee’s motivation to perform (Dekker, 2016). In a multicultural environment, it is important for managers to understand how employees from different cultures are motivated. According to Decker (2016), expectancy theory best describes how employees from individualistic cultures are motivated. Therefore, Vroom’s expectancy model is more applicable to employees that come from individualistic (Western) cultures. For employees from a collectivistic culture, they do not perceive their relationship with the organization from a calculative point of view. Their commitment to the organization relies more on morality (Dekker, 2016). It is therefore significantly important that managers in multicultural environments understand how the difference in culture affects the expectations of employees.
Question 2
It might be impossible to avoid dirty tricks in cross-cultural negotiations as some managers do not seek agreements that are mutually beneficial. They tend to use tactics designed to pressurize opponents into making undesirable concessions. The examples of dirty tactics that a negotiator can face in international negotiation include phony facts, dubious intentions, stressful situation, personal attacks, refusing negotiation, lock-in tactics, calculated delay, and extreme demands (Adler & Gundersen, 2008). These tactics employed by some negotiators are inappropriate since they limit the chance of a mutually beneficial relationship developing between the parties. If one party realizes that the opposing party is employing dirty tricks in the negotiation, they are unlikely to continue the process in good faith. It is therefore important that negotiators avoid them in order to increase the probability of a long-term mutually beneficial relationship developing. In order to avoid dirty tricks, it is essential that negotiators refrain from using them. They should also recognize the dirty tricks when the opposing party employs them and consequently establish rules to guide the negotiation. They should also understand the cost of walking away from the negotiation table if the opposing party employs dirty tricks. It is also important for negotiators to realize that some tactics that may appear dirty from another culture may be okay in their own culture.
Question 3
The four major principles of reward allocation include equity, equality, need, and seniority. As informed by Aycan, Kanungo, and Mendonca (2014), equity means fairness, and employees expect a set of outcomes based on the set of input they bring to the organization. The employees determine the fairness of t...