Wgu Let1

Let1 Task 1

The expectancy theory of motivation is consisted of three parts: Expectancy (Effort-Performance), Instrumentality (Performance-Reward) and Valance (Rewards-Personal Goals). This theory is based on the argument that a person will be more motivated to do a better job if they believe that those efforts will result in a higher performance and they will receive better rewards for the work they do.

Part A

Expectancy (Effort-Performance)

The first part of this theory is expectancy where this focuses on the effort-performance relationship. This perception is that an employee will think about how much effort they should put into a project or work and if that effort is going to result in them gaining that performance. An example of this is thinking is if I put more effort into my work does that mean I will out-perform my coworkers?

Instrumentality (Performance-Reward)

The second part of the theory is Instrumentality, where this focuses on the performance-reward relationship. Now what this relationship and thinking is what is the likelihood that if I achieve the performance level that the result will end in a reward. Now again an example of this is for all the effort that I put forth am I going to be rewarded for it or will it go by the wayside and the rewards will go based on how long someone has been there and not how much effort they put into their work.

Valance (Reward-Personal Goals)

The last part of this theory is Valance where the focus on the value the individual will associate with the outcome (rewards) of their actions. What this is based on is does the rewards match how much effort should be given or does it not matter how much effort is given since the reward will still be the same. Now this theory doesn’t even always have to do with work an example of this is “How much do I really want that A or should I just slack off?”

Part B

Now given the following scenario Supervisors A’s employees are fighting with the fact they don’t think they...