Expectancy Theory

Expectancy Theory

I. What is the expectancy theory?

- motivational model used by individuals wish to assume leadership roles

- individuals adopt courses of action perceived as maximizing probability of desired outcomes for themselves while matching with goals of organization

- leaders interactions/relationships with followers foster a highly motivational work environment based on several factors

- allows individuals to transcend traditional roles of managers/supervisors and realize potential as leaders

- relies on extrinsic motivators leading to motivation (rewards, appreciation, performance reviews, time-off, salary)

- offers vehicle for individuals to realize goals, equips them with tools to influence internal psychological process in followers

II. How many leaders does organization need?

- Leaders needed at all levels of organization; moreso than traditional titled roles of managers/supervisors. Leaders should be at every rank of organization within context of their job responsibilities.

- Leaders take control of situations rather than accepting them and lead by application of influence and by example

- Leaders eliminate distinctions between leaders & followers

- Leaders need to be flexible in their roles and have the professionalism to fulfill roles of manager/leader/and follower given tasks at hand

- Leaders needed to create vision, communicate vision to others, and enact vision through personal management

III. Motivation

- Individuals feel motivated when 3 conditions are met: personal expenditure of effort will result in acceptable level of performance (Expectancy), performance level achieved will result in specific outcome for person (Instrumentality), and outcome attained is personally valued (Valence)

- Motivation = Expectancy x Instrumentality x Valence

- E-P linkage, P-O linkage, Valence definitions

- Any weakness in one of these 3 impacts overall motivational state...