| LET1 Task 1 (317.1.1-06) Behavioral Influences | | First Name Last Name Student ID# 00000000 My Mentor: First Name Last Name Program and Start Date: Bus.Mgmt.- IT 01/01/01 | | 12/30/2011 | Apply the concepts of the expectancy theory of motivation as an approach to improving performance in a given workplace situation. | In today’s workforce there are many reasons why individuals get up every day and go to work. For most it is because they have bills to pay and thus their
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LET1 Task 1 A. The three components of Expectancy Theory are the Effort-performance relationship, the Performance-reward relationship and the Rewards-personal goals relationship. (Robbins, Judge, 2013) The effort-performance relationship says that the individual perceives the amount of effort exerted will result in a higher performance achieved. If the skill level or ability of the individual is low (or perceived as low), the performance may not be as high as expected. The employee may need
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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
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LET1 – Task 1 26 September 2015 The Expectancy Theory of Motivation The Expectancy Theory of Motivation (hereafter “The Expectancy Theory”) is theory that states: “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.” (Robbins & Judge, 2012) The theory is among the most widely accepted theories relating to motivation. (QuickMBA, 1999-2010)
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effort in achieving a goal is, based on the belief that such effort will lead to a positive performance appraisal; and will in turn lead to performance rewards. (Paduraru, 2012) There are three relationship components of the Expectancy Theory 1. Effort-performance relationship (Expectancy) – The employee’s belief that their effort will result in the attainment of desired performance goals. (Scholl, 2012) An example would be “if I make more sales calls, will I make more sales?” (Scholl, 2012)
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LET 1 Task 317.1.1-06 Karri Vatne 7/15/2013 The Expectancy Theory of Motivation has three parts: · First is Expectancy, the focus here is on what an individual expects and how much they are willing to do. The employee may take into consideration the difficulty of the task. They may wonder if their effort to work harder will show them to be more productive. · The second is Instrumentality, the biases here is on performance and rewards. In other words, by producing more there will be a reward
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Robbins and Judge (2007) state the three key components and relationships in the expectancy theory of motivation as: 1. Effort-performance relationship: The probability perceived by the individual that exerting a given amount of effort will lead to performance. 2. Performance-reward relationship: The degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. 3. Rewards-personal goals relationship: The degree to which
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Behavioral Influences - Expectation Theory of Motivation ______________________________________________________________________________ Abstract This paper explores a contemporary and widely accepted motivational theory known as Expectancy theory of motivation introduced by Victor Vroom in 1964. It will first explain the three key components and relationships of the expectancy theory of motivation. These components include Expectancy, Instrumentality and Valence. In addition, it will
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Effort-Performance Relationship (Expectancy) The first part is about expectancy, it focuses on the effort-performance relationship that goes on in within the person’s mind when that person is deciding on how much effort to put has in the task that they are doing and the difficulty in the task. An example of questions that a person might ask them self is “If I put out more effort than anyone else will I produce more”? Performance-Reward Relationship (Instrumentality) The second part is about instrumentality
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Expectancy is the first key component of the Expectancy Theory of Motivation. It can be explained as the belief that the employees have about their ability to meet the performance of a certain level. It is often called the effort-performance relationship. If a person does not believe that they are able to meet their employers performance standards no matter what they do, they will lose all of the motivation that they have. The second component is Instrumentality. If the employee believes that they
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