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 will get a reward for meeting a certain level of performance they will have more motivation to meet those goals. It is also known as the performance-reward relationship. There are many different kinds of rewards that can be used such as promotion, recognition, and a pay increase. Trust is a very important factor in this component. If the employee does not trust their employers they will not believe any promises that the employers make. Control is another factor. When the employees feel like they have control over what kind of reward and why they should receive the reward they will be more motivated to meet the goals.
The final component is Valence. It refers to how much the employee desires the reward. It is also known as the rewards-personal goal relationship. So if the reward is something the employee really wants they will put as much effort as possible to meet their goal so they can get their reward.
In the scenario given Supervisor B should go talk to Supervisor A about the information he received from the conversation with the employees. The supervisors now should try to come up with different solutions using the expectancy theory of motivation. Some of the employees do not believe they are capable of meeting the company goals, the supervisors need to use the first concept in the theory to strengthen the employee’s belief that any effort they put out will produce the performance to meet the company goals. For the employees that do not want to put in the...
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