Let1 Task1 Organizational Leadership

Expectancy theory predicts employees will exert a high level of effort if they perceive a strong relationship between effort and performance, performance and rewards, and rewards and satisfaction of personal goals. (Judge,2012)

The three relationships of the expectancy theory are:

Effort–performance relationship. The probability perceived by the individual that exerting a given amount of effort will lead to performance. (Judge,2012)

This relationship is about expectancy, does an employee feel that he will be able to

produce more if he works harder. Will harder work produce a favorable result for the

employee?

Performance–reward relationship. The degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome. (Judge,2012)

This relationship is about how the employee perceives the relationship between work

and reward. Will he be recognized and rewarded for his effort or will he just be working

harder to make his boss and department look better?

Rewards–personal goals relationship. The degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual.101 (Judge,2012)

This relationship is about the value of the rewards and how an employee relates it to

their own personal gain. If the employee does not see something that will effect his

personal gain like a pay raise or bonus then they are less likely to out perform other

workers at the same task.

In the given scenario Supervisor A team seems to have no motivation to comply with the

new process. The main problem seems to be that they do not see any punishment for

not making the goals. They also do not see any reward for putting in the extra effort it

would take to perform at the level that the new process requires. The reasons they feel

this way range from thinking that they are...