The difference between content and process theories are as follows.
content theory explain the main and detailed reasons as to what motivates and individual at work. This theory looks at an individuals needs and strengths . The content theory focuses on needs and what motivates them. However, the process theory looks at the different variables that make up motivation. the process theory analysis the actual process of motivation.
T Mobile motivates their employees by their commission and bonus schemes. For every sale that a sales consultant makes, they receive commission as well as their basic salary at the end of the month. Also, if the consultant hits all their targets every quarter they receive a quarterly bonus which is additional to their salary and commission. The company also has a talent pool scheme which enters the top selling consultants and creates recognition for them which leads to promotions.
Further more, every T Mobile store, and every team has different ways to motivate their staff. This could be team meals, or high seller incentives such as going home early or gifts.
T Mobile strongly relates to Vroom's expectancy process theory, highlighting motivation in the work place. Vroom's three key variables affect how the company and the staff deliver to each other.
First key variable (Valence), every employee has a different outcome for their careers in T Mobile. Some people may be working their temporarily whilst looking for a more preferable job, some maybe working their whilst studying, where as others maybe working to build a career within management or other departments within the company.
Second key variable (instrumentality), the first level outcome is whether or not the employee is meeting company's and store standards e.g. hitting individual, store and quarterly targets. Second level outcomes tie into the first level, if the employee is working towards company standards and are willing to learn more and receive incentives and commission etc.
more over, the third key variable (expectancy), the company expects one thing from every employee and this is to hit a certain amount of targets individually and towards the store. where as employee's have different expectancy. Some strive to work hard in order to make more commission and money, and some aim to work hard and in order to be recognised and promoted.
Staff and different organisations have different ways and theories of keeping their staff motivated and keep performance up. Every individual has a different motive for their performance and for their careers within the company they work for.
Unknown. 2010 Great Business resources 'Victor Vrooms Expectancy theory' [online]. Business Mate. Available from:
[accessed 22 January 2011].
content theory explain the main and detailed reasons as to what motivates and individual at work. This theory looks at an individuals needs and strengths . The content theory focuses on needs and what motivates them. However, the process theory looks at the different variables that make up motivation. the process theory analysis the actual process of motivation.
T Mobile motivates their employees by their commission and bonus schemes. For every sale that a sales consultant makes, they receive commission as well as their basic salary at the end of the month. Also, if the consultant hits all their targets every quarter they receive a quarterly bonus which is additional to their salary and commission. The company also has a talent pool scheme which enters the top selling consultants and creates recognition for them which leads to promotions.
Further more, every T Mobile store, and every team has different ways to motivate their staff. This could be team meals, or high seller incentives such as going home early or gifts.
T Mobile strongly relates to Vroom's expectancy process theory, highlighting motivation in the work place. Vroom's three key variables affect how the company and the staff deliver to each other.
First key variable (Valence), every employee has a different outcome for their careers in T Mobile. Some people may be working their temporarily whilst looking for a more preferable job, some maybe working their whilst studying, where as others maybe working to build a career within management or other departments within the company.
Second key variable (instrumentality), the first level outcome is whether or not the employee is meeting company's and store standards e.g. hitting individual, store and quarterly targets. Second level outcomes tie into the first level, if the employee is working towards company standards and are willing to learn more and receive incentives and commission etc.
more over, the third key variable (expectancy), the company expects one thing from every employee and this is to hit a certain amount of targets individually and towards the store. where as employee's have different expectancy. Some strive to work hard in order to make more commission and money, and some aim to work hard and in order to be recognised and promoted.
Staff and different organisations have different ways and theories of keeping their staff motivated and keep performance up. Every individual has a different motive for their performance and for their careers within the company they work for.
Unknown. 2010 Great Business resources 'Victor Vrooms Expectancy theory' [online]. Business Mate. Available from:
[accessed 22 January 2011].
A good blog
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