Expectancy Theory of Motivation, Applied LET 1: 317.1.1-06
Running head: EXPECTANCY THEORY OF MOTIVATION, APPLIED
Vroom's expectancy theory of motivation seeks to illustrate how employees think and why they exhibit certain levels of motivation in a working environment. The force of employee motivation is equal to a function of three relationships: effort-performance, performance-reward and rewardspersonal goals. Motivation is affected by a positive or negative change in any of these three relationships. As such, management must take these relationships into account to improve employee performance and achieve company goals. In the case of Supervisor A's employees, the first relationship to consider is that of effortperformance. This relationship illustrates the employee's perception that his or her effort will result in a particular level of performance. If he or she tries very hard, will he or she actually reach the established goal? Some of Supervisor A's employees feel that they do not have the dexterity required to successfully reach production goals. Others with no difficulty—even top producers—aren't bothering to exert the extra effort required to reach goals. Management can address these issues in a number of ways: • Increase employee confidence through coaching and training so as to foster the belief that they are capable of performance that meets production goals. • Assign simpler or fewer tasks that can be mastered, if necessary. Select people who have skills, abilities and knowledge to do the task well. • Encourage leadership within teams. Provide examples of fellow employees who have succeeded at meeting production goals. The second relationship to consider is that of performance-reward. This relationship illustrates an employee's perception that a given level of performance yields a given outcome or reward. If he or she meets performance expectations, will the outcome or...