Let1 Task 1

There are three key components and relationships in the expectancy theory of motivation. The first component is effort with a performance relationship. This is “the probability perceived by the individual that exerting a given amount of effort will lead to performance.” (Robbins, S.P. & Judge, T.J., 2012, p.225) If an individual does not believe that he has the ability to perform the duties being asked of him, then that individual may not believe that it is worth putting in the extra effort.

The second component is performance with a reward relationship. This is “the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome.” (Robbins, S.P. & Judge, T.J., 2012, p. 225) If the individual believes that he may not be rewarded for his performance, then he may not perform as well.

The third component is rewards with a personal goals relationship. This is “the degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual.” (Robbins, S.P. & Judge, T.J., 2012, p.225) If an individual is not interested in the rewards being offered, then the individual may have no motivation to work harder.

The company can do a few things to apply the expectancy theory of motivation to enhance the motivation of its employee’s. An appraisal system can be put into place that tracks the individual’s performance. Individuals with a low performance can be given additional training to help them increase their performance abilities. Only those with high performance will be given a bonus. The bonus should be more generous than had the individual worked overtime. If overtime is needed to meet production goals, then only those with high performance appraisals will be allowed the opportunity to get the extra overtime pay. This will save the company money because the best performers would be working the overtime resulting in...