Expectancy Theory Overview

Study Notes

Expectancy theory posits that behavior is motivated by expected outcomes and their attractiveness.
Key components include:
- Effort-performance linkage (expectancy): Perception that effort leads to performance.
- Performance-reward linkage (instrumentality): Belief that performance leads to desired outcomes.
- Attractiveness of reward (valence): Importance assigned to potential rewards by the individual.
Four inherent features:
- Perceived outcomes of a job.
- Attractiveness of these outcomes.
- Required behaviors to achieve outcomes.
- Individual’s assessment of their chances of success.

Specific and challenging goals enhance performance; accepted difficult goals yield higher output compared to easy goals or vague objectives.
Intention and commitment towards goals are major motivational factors.
Participation in goal-setting can be beneficial but is not always necessary.
Feedback significantly affects performance; self-generated feedback is particularly motivating.
Contingencies in goal-setting theory include:
- Feedback's influence on goal achievement.
- Goal commitment, strengthened by public acknowledgment and personal investment.
- Self-efficacy, which relates to belief in one's ability to succeed.
- Cultural influences on goal orientation.
Intentions defined by hard and specific goals can drive motivation and performance but may not increase job satisfaction.

Behavior is shaped primarily by its consequences; motivation is externally driven.
Reinforcers are consequences that enhance the likelihood of behaviors being repeated.
Contrary to goal-setting theory, reinforcement theory does not consider internal factors like goals and needs.
People are more likely to engage in desired behaviors if rewarded immediately.
Punished or unrewarded behaviors are less likely to recur.
Managers can effectively influence behavior by reinforcing positive work behaviors.

This motivational approach entails sharing financial data with all employees.
Aims to foster a sense of ownership and responsibility for organizational outcomes.
Successful implementation requires employee education on financial concepts.
Encourages inclusive decision-making and transparency, treating employees as partners to boost productivity.

Compensation tied to performance measures aligns with expectancy theory principles.
Their popularity is driven by motivations for enhanced performance and cost-efficiency.
Research indicates that these programs are effective in improving employee performance.

A simplified expectancy model incorporates aspects of achievement-need, reinforcement, and equity theories.
Rewards are crucial for motivating individuals across various motivational frameworks.