Expectancy Theory of Motivation in the Workplace
Objective
Learning Objectives
Introduction
Helios Software recently
announced a new set of
rewards for its employees
who exceed the expected
performance levels.
The HR expected such a
reward system to boost
employee morale and
to motivate them.
However, after six months, when
an audit was conducted, it was
found that there was not much
change in the performance levels
of the employees.
Introduction
Helios Software recently
announced a new set of
rewards for its employees
who exceed the expected
performance levels.
The HR expected such a
reward system to boost
employee morale and
to motivate them.
However, after six months, when
an audit was conducted, it was
found that there was not much
change in the performance levels
of the employees.
Development of Expectancy Theory
The early research
work done by
Tolman (1936) and
Lewin (1938) paved
the way for the
development of
the Expectancy
Theory.
Their research
works provided a
relationship
between stimulus
and response.
Motivation was defined
as a goal directed
behavior involving an
active process of
evaluating the valence of
outcomes and the
expectancy of goal
attainment.
Vroom’s Expectancy Theory
This theory focuses on three relationships or key elements of expectancy theory:
Let us see, how these components are linked:
Expectancy Model of Motivation
How Expectancy Theory Works
Effort - Performance
Link
No matter how much
effort you put in,
probably not possible to
memorise the text in 24
hours
E = 0
Performance - Reward
Link
Your manager does not
look like someone who
has $1 billion
I = 0
Reward - Personal Goals
Link
There are a lot of
wonderful things you
could do with $1 billion
V = 1
ManagementStudyGuide.com
Explore the Expectancy Theory of Motivation, its development, Vroom's theory, and how it explains the link between performance and rewards. Learn why rewards sometimes fail to motivate employees despite expectations. Discover the key elements of the theory and its implications for managerial practices.
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Presentation Transcript
Objective Learning Objectives Explain what are Motives Explain why Rewards Often Fail to Motivate Describe Vroom s Expectancy Theory Explain the Expectancy Theory Equation Describe the Managerial Implications of Expectancy Theory
Introduction Helios Software recently announced a new set of rewards for its employees who exceed the expected performance levels. The HR expected such a reward system to boost employee morale and to motivate them. However, after six months, when an audit was conducted, it was found that there was not much change in the performance levels of the employees.
Introduction So, why do rewards fail to motivate? Is there a link between performance and rewards which is individual based? Such questions can be answered by Expectancy Theory which was proposed by Vroom. Let us learn about Expectancy Theory of Motivation in detail. Helios Software recently announced a new set of rewards for its employees who exceed the expected performance levels. The HR expected such a reward system to boost employee morale and to motivate them. However, after six months, when an audit was conducted, it was found that there was not much change in the performance levels of the employees.
Development of Expectancy Theory Motivation was defined as a goal directed behavior involving an active process of evaluating the valence of outcomes and the expectancy of goal attainment. The early research work done by Tolman (1936) and Lewin (1938) paved the way for the development of the Expectancy Theory. Their research works provided a relationship between stimulus and response.
Vrooms Expectancy Theory This theory focuses on three relationships or key elements of expectancy theory: Let us see, how these components are linked:
Expectancy Model of Motivation Motivation Inputs Behavior Motivational Outputs Needs (Internal Stimuli) Satisfaction Perception EP* PI* IN* Abilities and Traits Perceived and Equitable Reward Motivation Incentive (External Stimuli) Performance * EP: Effort Performance * PI: Performance Incentive * IN: Incentive - Needs Productivity
How Expectancy Theory Works Your manager offers you 1 billion dollars if you memorise the company handbook in one night. Expectancy Instrumentality Valence Effort - Performance Link Performance - Reward Link Reward - Personal Goals Link No matter how much effort you put in, probably not possible to memorise the text in 24 hours Your manager does not look like someone who has $1 billion There are a lot of wonderful things you could do with $1 billion I = 0 V = 1 E = 0 Conclusion: Though you value the reward, you will not be motivated to do this task.
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