Let 1 Task 1

LET1 – Leadership Concepts and Application

Task 317.1.1-06 – Expectancy Theory of Motivation

In 1964 Victor Vroom developed the Expectancy Theory of Motivation. This theory focuses on three categories; effort-performance, performance-rewards, and rewards-personal goals. Effort-performance means that the amount of effort the individual puts forth will lead to successful performance. Performance-rewards means that the individual believes that by performing at a certain level will lead to some sort of benefit, compensation, or recognition. A rewards-personal goal is the satisfaction that a person receives by their own work or set of goals.

First, with effort-performance, does the employee have confidence that they are able to do their job and have the correct skills and tools to do it efficiently? Is the work I do important to the company, do I make a difference? Most employees believe that the work they do is not noticed and whether they put forth any effort in their job or not they believe that they are still going to receive a poor evaluation. Most employees also perceive that the boss doesn’t like them.

Second, performance-rewards is based on whether the employee is being noticed for the work that he or she does. When rewards are based on things like seniority, or “kissing up” to the boss, these can be a demotivating to the employees who are doing the work.

Third, reward-personal goals can be very motivating to employees, but what rewards would be appealing? If employees have an opportunity to get a promotion, a pay raise or a bonus, these might be the things that motivate employees. With the economy hitting businesses so hard right now sometimes monetary rewards are not feasible, so something like a certificate of recognition or their name on a plaque for employee of the month might be just as motivating.

In the given scenario, Supervisor A’s employees are lacking any type of motivation. Supervisor B and Supervisor A should discuss possible ways to...