Expectancy Theory in Practice
Western Governors University
The purpose of this paper is to illustrate the three main components of Expectancy Theory and how its practice will work in a real world situation. The paper will point out how a company can best use the components of the theory to make its employees more productive and reward them in a way that is most conducive to them each achieving their best results.
Expectancy theory is a measure of motivation based on three major components. It is one of the most widely accepted theories of motivation based on evidence. Although, there is no easy way to measure expectancy theory as each person has a differing reward system in mind, based on the majority of data people respond best to a reward system that matches closely to their personal goals. The three relationships that make up expectancy theory are: 1.
Effort – Performance Relationship States that if a person puts out a certain amount of effort they will achieve a certain performance. 2.
Performance – Reward Relationship This is based on a person’s belief that their performance will achieve a certain reward. 3.
Rewards – Personal Goals Relationship This is how a companies offered rewards will satisfy a person’s personal goals with examples being promotions or pay raises. The primary factor determining ones production and desire to succeed is based on how closely a companies offered rewards for an employee’s performance will align with their personal goals. In other words if an employee plans to work 20 extra hours a week doing a certain task and they expect to earn a $10,000.00 per year raise from that work yet the company instead offers only $5,0000.00 per year that employees personal goals are not being met and the expectancy theory will show that employees production will most likely drop.
In the illustration given the company would best model the expectancy theory of motivation by offering a larger reward for the...
Please join StudyMode to read the full document