...Expectancy Theory Of Motivation Juan Fernandez LET1 Task 317.1.1-06 The theory focuses on three relationships: effort-performance, performance-reward, and rewards-personal goals. effort-performance states that an individual displaying a certain amount of effort will lead to a successful performance. performance-reward states that the individual believes that performing at a certain level will lead to some sort of benefit. rewards-personal goals states that is the degree which the organization or persons satisfy the needs or wants of the individual. This theory is based on the individual’s motivation. Either they are motivated to perform at a high level by effort, performance or reward by reason of expectance. i.e salary increase, bonus. Often this is the most challenging situation of an organization. The key is to find out what motivates the employee. By employing this theory we can begin our organizational success in developing a solution that will work for the type of industry and employees we have. In the situation that we are presented with we have a company scenario of professional audio products. That provides the highest quality in the industry. In addition we are also tasked with evaluating the scenario further to provide high production standards. Immediately we can assume that the company is a manufacturing company that requires jobs of various kinds. The one key factor that we can ascertain is that the job is arduous and repetitive. This type of work may...
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...A. Explain the three key components and relationships in the expectancy theory of motivation. The Expectancy Theory of Motivation provides an explanation of why people choose to behave a certain way instead of behaving differently. The basic concept of the Expectancy Theory of Motivation is that people are motivated because they believe that their decision will lead to their desired outcome. "Expectancy theory proposes that work motivation is dependent upon the perceived association between performance and outcomes and individuals modify their behavior based on their calculation of anticipated outcomes” (Fang, 1979) The idea is that the motivation comes from a worker believing that if he performs well, then he will be rewarded with a pay increase, benefits, or a promotion. This concept provides leaders with the basis of an idea on how to motivate employees. Expectancy theory is classified as a process theory because it emphasizes the person’s perception of the environment around him and the consequences and rewards based on his actions. This theory focuses on three relationships. 1. Effort - Performance Relationship. The Effort – Performance Relationship is the theory that if a person puts in a certain amount of effort, their performance will increase. The harder they work, the better their performance. 2. Performance - Reward Relationship. This relationship is based on the theory that if a person’s performance increases, they will receive a reward for it. ...
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...In given situation the audio company is not increasing the performance of its employees in key areas. It appears that the expectancy theory of motivation is not fully understood by the leaders of said company. The company is striving for high volume and high quality at the same time although this is often difficult for companies to achieve in a short period of time, it is obtainable. The said company can improve the performance of its employees by fully understanding and applying the expectancy theory of motivation. There are three key elements of this theory and are as follows: 1. Expectancy, the thought or belief that an individual’s direct effort will attain goals and desired performance. 2. Instrumentally, is the thought that once the goal or performance is met that there will be a direct and applicable reward for such effort. 3. Valence, is the thought that the value of said reward for performance, or acquired goal, will directly meet the needs and desires of the individual putting forth the effort to meet said goals. The said company can apply this theory in the following manner to increase not only production but employee morale. 1. Train the supervisors and ensure they are fully aware of how the theory works, and teach them to implement the theory and integrate into the current work force effectively. It is my belief that all supervisors also must be held the same theory. Upper management needs to ensure that they are effectively teaching and also have directly proportionate...
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...What is social networking? Social Networking is defined as interactions among people in which they create, share, and exchange information and ideas in virtual communities and networks. With over 2.1 million Instagram followers LeBron James uses Instagram to communicate with his fans. I am a big fan of LeBron James and the Miami Heat so I follow him, the team, and a few other players. I believe he reaches his target market and gives them a look into his life outside of basketball. Anytime you go on Instagram you seem to get an inside look into the life of LeBron and his family and friends. The pictures posted on his site are very personal which leads me to believe that he updates a lot of the info himself, but with all the other commitments that athletes and entertainers have I cant imagine that they would have enough time to update all of their sites, but being that they are responsible for anything posted on their site I would hope that they have the final say on what is posted. His objective would be to communicate with his followers and keep them updated on his everyday life. With the way the “Decision” went down a couple years ago, social media was an outlet he used to repair his image and connect with fans. Honestly, the only thing that I would recommend him or any other athlete change would be to make an effort to reply a little bit more to posts from fans instead of just posting on their page and basically disappearing. Retrieved 27 March 2013 from...
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...ILKES-BARRE TWP. — Clinging to a 2-1 lead with the Portland Pirates on the penalty kill and 20 seconds remaining in the game, the Wilkes-Barre/Scranton Penguins were in a good spot. But they fell victim to a bad bounce. Portland capitalized on a puck that caromed off the referee and landed in front of the net to score the tying goal, then they added the game-winner in overtime to beat the Penguins 3-2 on Sunday at Mohegan Sun Arena. It was the second straight overtime loss — both at the hands of Portland — for the Penguins, who fell victim to a pair of shorthanded goals in regulation. The Penguins remain in first place in the Atlantic Division with a .680 win percentage, but Hershey (.635) and Portland (.615) are narrowing the gap. After they rallied for a 2-1 lead in the third period on Sunday, the Penguins appeared poised for a win. “It wasn’t money in the bank, but we were sitting in a good spot,” captain Tom Kostopoulos said. The Penguins wrapped up their three-in-three set with four points out of six. That wasn’t good enough for coach Clark Donatelli, who said Sunday’s game was one the Penguins should have won. Both Portland shorthanded goals in regulation came after the puck bounced off an official and onto the Pirates’ sticks. “We’re not happy with that,” Donatelli said of the back-to-back overtime losses. But he refused to blame the officials for getting in the way of pucks. “The ref’s a part of the game — like a bad board, sticks, a bad bounce...
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...Two of the most polarizing figures in the NBA today are Kobe Bryant and Lebron James. Kobe Bryant and Lebron James come on the top of the list just because of their remarkable performances and their achievements throughout their careers. They both have started their sports career from the school age and then they excelled in their respective sports of basketball. Kobe Bryant plays as a shooting guard for the Los Angeles Lakers and Lebron James plays for the Miami Heat. Lebron James also referred as a “King James” just because of his moves and his utmost versatility in basketball, while Kobe is referred to as the “Black Mamba”. Although they may seem to be alike the two are very different in their own respects. For instance, both players have the ability to score the ball. Kobe is a natural born scorer; many call him one of the greatest offensive players to ever play the game. Kobe averages nearly 26 points per game over his 17 year pro career; anywhere on the court Kobe is a threat because of his basketball fundamentals and ability to score from anywhere on the court. Lebron on the other hand, is also a good scorer but is not considered to be on the level of Kobe Bryant. Lebron averaging nearly 25 points per game through his career which is not bad, but he is challenged to work extremely hard for his points. However, Lebron in terms of physicality is way above Bryant. Weighing in at 260 pounds of muscle and is listed at the height of 6’9 Lebron is considered to be...
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...Becoming a Better Man Courtney Taylor Strayer University English Writing 090 November 29, 2012 Cynthia Gentry Becoming a Better Man The reason why I believe I am a better man is because one I have changed my attitude about life and the negativity of things. Second, I have come to the realization that it is not all about me anymore because I have my four year old daughter who is my world. Last, but not least I wanted a better way to provide for my daughter and myself , which was coming back to school to get more knowledge and a degree so I will have a firm paying job that will help reach the goals that I have put forth for myself. To begin, I must say my attitude about life was very frustrating. I looked at things as if the world owed me something. I never took the time to take into consideration how tender this life really is. We only get one life with limited opportunities in life. I had to get in my right mind by looking back on certain situations I was putting myself in and the outcome of those situations. I was looking at a short life for myself and a daughter without her father, which is a horrible thing for a young lady to grow up without. I had to get down and ask God to be my leader and to come on in and have His way. I believe that was the best move I could have made to begin this new journey to becoming a better man. I came into realization that these things about me were not what should be in my mind to be trying...
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...Entering the Cleveland Cavaliers’ Saturday night matchup with the Boston Celtics, the Cavs could have viewed the contest as a legitimate test during the last stretch of the NBA season. Boston arrived in Cleveland with a 38-25 record, good for third-best in the Eastern Conference. A test was exactly what the Cavaliers got. The Celtics started the game on fire, posting a double-digit lead less than seven minutes into the contest. However, Cleveland battled back and eventually pulled away from the scrappy Celtics for a 120-103 victory in Quicken Loans Arena. With the win, Cleveland pushed its record to 33-3 when scoring at least 100 points this season, while also taking the season series with Boston 2-1. “I just told us we need to be more physical on both ends,” Cavs head coach Tyronn Lue said. “I don’t think to start the game, we didn’t come out aggressive on the defensive end, and we didn’t come out aggressive offensively. In the second half, we came out and we were able to attack downhill, get to the free throw line and get to the basket.” Leading 103-96 after Celtics center and former Cavalier Tyler Zeller converted two free throws with 5:31 to play in the fourth quarter, the Cavs put Boston away late. After Zeller’s freebies, Cavs guard J.R. Smith immediately sank a three-pointer, LeBron James drained a layup and shooting guard Iman Shumpert splashed a jump shot. The three consecutive buckets gave Cleveland a 110-96 lead with 3:59 to play, essentially putting the game out...
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...Chapter 1: What is Economics? The Economics of the Super Bowl Thinking Critically Questions 1. Why is the Super Bowl such an attraction for advertisers? Advertisers are attracted to the Super Bowl because of the amount of people that watch the game. The big budget commercials are also part of the experience. "According to a survey recently conducted by the Retail Advertising & Marketing Assn., 36.3 percent of consumers will tune in primarily to watch the commercials." 2. What makes this year’s Super Bowl more attractive? The article addresses the fact that the New England Patriots were looking to make history by becoming the first team to go 19-0. Also, there will be more money spent on advertising ads than ever before. 3. What other businesses would you expect to see benefit from the Super Bowl? Businesses that may benefit from the Super Bowl are hotels, restaurants, and local tourist attractions. Also, construction companies due to the improvements that will be made to the stadium and surrounding areas in preparation of the game. Opportunity Cost The question advertisers must ask themselves prior to purchasing advertisement time during the Super Bowl is will the resulting profits exceed the opportunity cost. Advertising during the Super Bowl is a huge opportunity to reach millions of potential buyers. Advertisers must assess their marketing expenditures for Super Bowl advertisements and come to the conclusion that the profit gain will outweigh...
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...LET1 TASK 317.1.1-06 LET1 Task 317.1.1-06 1. To understand the Expectancy Theory of motivation, you must first understand the three key components of this theory. The three key components are Expectancy probability, 1 Instrumentality probability, and Valence. To determine your motivational force, you must assign a value or level of importance to each of the three components. The first key component of the Expectancy Theory of motivation is Expectancy probability. In this component, you see the effort to performance relationship. You determine how hard you want to work on a project based on the level of performance or outcome desired. If you desire to meet the goals of a task (performance), you have to consider how much work (effort) is required. When more effort is invested into a project, better results are typically expected. However, in a situation where more effort invested does not yield better results, you could expect to see the employee put less value on this component. This is because they may not see the benefit in the extra effort. The second key component of the Expectancy Theory of motivation is Instrumentality probability. This involves the relationship between performance and reward. With this component, you associate how much effort you are willing to put into a project based on the expected benefit of accomplishing the goal. When an employee feels that he or she will get more benefit than other employees when they work harder, they feel they have an incentive...
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...Organizational Behavior & Leadership Subdomain 317.1 – Organizational Behavior & Leadership 1 Competency 317.1.1: Behavioral Influences Objective 317.1.1-06 Christopher L. Hardy, Western Governors University Organizational Behavior & Leadership 2 Expectancy Theory of Motivation This paper explores the three key components and relationships in the expectancy theory of motivation and how in a given scenario a company can apply these components to enhance the motivation of its employees. In todays’ world companies compete to produce the highest quality products in the industry. While a company may pride its self on high production standards and goals, in the end it may be corrupting the morale of its employees by demanding more than what they are capable. The Expectancy theory (Effort-performance relationship) states that the probability perceived by the individual that exerting a given amount of effort will lead to performance. A good example is how Supervisor A’s employees are able to do well with a new production process many seem to not put forth any effort to master the process and those who have mastered it are not concerned about achieving the companies goals. If the company where to use the Expectancy theory (Performance-reward relationship) the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome. In...
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...LET1 Task 317.1.1-06 The Expectancy Theory of Motivation Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. Listed below are three relationships derived from the Expectancy Theory of Motivation that was created by Victor Vroom at Yale University in 1964. The first relationship is Effort performance. What is the likelihood that the individual's effort be recognized in his performance appraisal? It can be viewed by the individual as personal recognition by someone in management, or another person. In the scenario, the company could use this relationship by motivating their supervisors about the task so they can pass it over to their employees. They can also educate their employees on what to expect and let them know how performance will lead them to rewards and praise. The second relationship is Performance-reward relationship. The definition of this relationship is an employee who believes that getting a good performance appraisal will lead him to organizational rewards, such as a salary increase and bonus. In the scenario, the company can create a reward program that is directly tied to the employee's performance. With a positive performance from the employee, it will reward them with bonuses that would motivate and encourage the less productive employees in achieving the same goals...
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...LET1 Task 1 317.1.1-06 THE EXPECTANCY THEORY OF MOTIVATION The expectancy theory of motivation refers to the belief that an employee will perform better if there is a reward for this performance and if this reward is lucrative to the employee. The three key components of the expectancy theory of motivation are the relationships of effort to performance, performance to reward, and rewards to personal goals. The effort to performance relationship refers to the thought that putting forth a certain amount of effort will result in a desired performance. An example of this would be would be an employee working harder than everyone else to be the highest producer in the company. The performance to reward relationship refers to the belief that performing at a certain level will lead to a reward for this performance. An example of this would be a bonus for reaching a certain production quota, or an increase commission percentage for reaching a certain sales level. In the given scenario, the company’s employees have no reason to be motivated. The employees rarely receive a bonus for meeting production goals and when they do, the reward is so small that it is not worth their while to put forth the extra effort. They would rather take longer because a few hours of overtime pay is more than the production bonus. Workers are also very rarely penalized for slow production. I would apply the expectancy theory of motivation in the given scenario in the following...
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...ORGANIZATIONAL BEHAVIOR & LEADERSHIP 317.1.1-06 People are motivated to engage in behavior when they believe that their efforts will result in performance, and that their performance will lead to outcomes that they value. Expectancy theory is the most complex motivation technique in that it takes into consideration the numerous factors possibly influencing the motivation of employees. Three perceptions to consider are: Effort equals Performance; Performance equals Outcome then what is the total value of the outcome. Managerial Steps for Using Expectancy Theory concerning Effort and the desired Performance: Step 1: Determine if an employee’s Effort equals Performance is low. Step 2: If it appears low, try to figure out why. Step 3: Focus your efforts on trying to strengthen employee’s Efforts to equal the Performance, by rectifying factors that cause the connection to be low. Effort equals Performance: The strength of an employee’s expectation that if he or she tries, he or she can successfully perform the task as assigned. If an employee does not believe he or she can successfully perform the task assigned, even if he or she puts forth a lot of effort, he or she will not be motivated for the task. We want this connection to be as strong as possible for employees. What would affect Effort equals Performance? Traits of the employee: self-confidence, sense of task efficacy, abilities, knowledge, task skills, experience, locus of control and anxiety. Traits of the task:...
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...Angel Harris LET 1 Task 317.1.1-06 According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012). In the first relationship of the expectation theory of motivation, the effort-performance relationship, the employee’s belief that recognition or praise for a job well done will lead to recognition or praise. If the employee believes working hard will result in a positive performance evaluation, the employee will exert more effort into doing a good job. However, if the employee believes working hard will go unnoticed, the motivation to work hard will be less (Robbins, 2012). The second is the performance-reward relationship. In this relationship, the employee believes that the recognition or accolades received by working hard will lead to a desired organizational result. The employee will work harder to attain a positive performance if there is a positive outcome to be gained, such as compensation or advancement. If the employee believes there is nothing to be gained by working hard...
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