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Organizational Behavior & Leadership - Essay Example

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Expectancy Theory of Motivation and its three components Expectancy theory, first established by Victor Vroom in his book ‘ Work and Motivation’ in 1964, stated that the strength and abilities of the tendency to work in a specific way depends on the strengths of expectancy that the work is likely to be followed by a given consequence (Buelens, Kreitner and Kinicki, 2002, p. 211). The theory holds that people will be motivated to behave in a specific way that produce combinations of desired outcomes. In more simpler and practical terms, employees within the workplace will be motivated to put in a high level of efforts when they believe that their efforts will lead to a good performance appraisal. Good appraisals are likely to lead to organizational rewards, salary increase, extra bonuses etc. The major three components included in the theory of expectancy are 1) valence of an outcome, 2) expectancy and 3) instrumentality. Valence refers to the value or importance that an individual or employee places on a particular reward. Expectancy is one’s belief and perception that effort leads to performance. Instrumentality is one’s belief that performance is related to rewards. ...
the expectancy theory of motivation comprised of three relationships, they are effort-performance relationship, performance-reward relationship and rewards-personal relationship. The effort performance relationship is the probability perceived by an individual that his effort will lead to a specific level or performance.

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The second relationship is performance- reward relationship that shows the degree to which the individual believes that performing a task in a particular level will lead to the attainment of a desired outcome, possibly bonus, increase in pay or salary increment etc. The third relationship is Rewards-personal relationship that is the degree to which the rewards that an organisation offers to its people can help them satisfy their personal goals, their needs and the attractiveness of the potential rewards for the individual. When it comes to various cases of motivated or less-motivated employees within an organizational setting, it can be understood that many workers aren’t motivated on their jobs and they do minimum. In effectively managing the human capital through fostering their abilities, it is critically important to motivate employees by making them aware of specific rewards that they can attain by performing a specific level of tasks. Expectancy theory in the case of two types of Supervisors When the company introduced a new production process to help its employees meet the higher standards, it has been found that no employees working under Supervisor-A was doing well. They not only put efforts in performing their tasks, but also less bothered about achieving the goals. When other employees spoke with employees working under Supervisor- A, it was found that they are not interested in working hard, even though they can, since there are no
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ORGANIZATIONAL BEHAVIOR Your name………………………… College………………………………. …………………. Introduction Human skills, abilities, experiences and expertise in performing a task are organizational resources from the view point of business and hence utilizing these resources effectively is critically important to business success…
Organizational Behavior & Leadership
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