Introduction to Motivation 

Employers often look for qualified, loyal and motivated employees for their organizations moreover education and training are the greatest investment in the development of human capital (Lotko et al, 2016). Security of Employment, the quality of the working environment and work life balance (Armstrong, 2008). Opportunities of employment are shared equally, learning and development for the individual, the employees often look to respect the employees of the organization regardless of the management hierarchy and employees wants to be protected from harmful activities such as bullying, harassment and discrimination (Armstrong, 2010). Employee expectation plays are key role as to whether they are spoken or unspoken, met or unmet, expectations a have a significant effect on the thoughts, behavior and the feeling of the employee, moreover these expectations will have a direct impact on the driving attitudes in meeting the business objective furthermore in a typical work environment there are certain expectations that are clearly understood by both the employer and employee (Amu et al, 2005). 

The employee and employer relationship in the workplace is contractual expectations where employee expects the outcome of the work related activities to meet the needs of the organization till retirement and on the other hand the employer presumes loyalty and hard work till retirement (Ayinla, 2006). During a work employment situation of any organization there are a set of expectations that are noticeably understood by both employer and employee moreover these expectations could be visible, expressed or implied furthermore when breaking down the aspects, visible expectations include salary, working hours, duties, responsibilities then rules and regulations which are intended to bond the relationship and interaction between the employer and employee with cumulative effect on the level of job satisfaction and labour turnover (Adeoye, 2005). The expressed and implied expectations are the other set of expectations that are closely associated with the respective individual’s level of experience and idea of work that often go unspoken or unacknowledged which could lead to miscommunication and misunderstanding (Adeoye and Williams, 2007).

Video 1: what is an expectation?

Source: Tedxyouth (2014).

Reference

Adeoye, A. A. (2005). The Art of Managing Business and People in Nigeria. Petman Enterprises Ltd. Somolu Lagos.

Adeoye, A. A., & Williams, S. J. (2007). Human Resources at Work; A new dimension in Business Organisation. Lagos: Peacock Publishing.

Amu, O.O., Adeoye, O.A. and Faluyi, S.O., 2005. Effects of incidental factors on the completion time of projects in selected Nigerian cities. Journal of Applied Sciences, 5, pp.144-146.

Armstrong, M. (2008). Strategic Human Resource Management-A Guide to Action 4th Ed. Kogan Page Publishers.

Armstrong, M. (2010). Armstrong's essential human resource management practice: A guide to people management. Kogan Page Publishers.

Ayinla. (2006). Strategic Human Resource Management, A Process Approach. Mulink Publishing House, Lagos.

Lotko, M., Razgale, I. and Vilka, L (2016). Mutual expectations of employers and employees as a factor affecting employability. The European Journal of Social & Behavioural Sciences, 17(3), pp.2241-2245.

Tedxyouth (2014) What is an expectation?: Mark Kingwell at TEDxInstitutLeRosey [Online]. Available at: https://www.youtube.com/watch?v=qHc_0fhN bQ0 [Accessed on 10th November 2019].