EXPECTANCY THEORY (MOTIVATION THEORIES)

2nd ingredient

belief there is relationship between job performance and attainment of outcomes (instrumentality must increase reward practices, and supervisors)

human motivation

highly rational and conscious explanation -how people choose occupations and focus on tasks over others

rules for programs

- high incentives -rules -participants perceive variations in controlled aspect

expectancy theory

-cognitive theory -each person assumed to be rational decision maker who will expend effort on activities that lead desired rewards -know what they want from work -understand performance and rewards -relationship between effort and performance - 5 major parts: job outcome, valence, instrumentality, expectancy force -must see relationship between how hard they try and rfromance

4. expectancy

-perceived relationship between effort and performance -scaled as probability -one expectancy value (unlike many valences and instruments)

5. force

amount of effort/pressure within employee to be motivated -force = valence x instrumentality x expectancy -predictor of how motivated person is -must access validity -subjective assessment

2. valences

employee feelings about outcomes and defined in terms of attrativeness/anticipated satisfaction -positive, negative, neutral

increased work motivation

increased expectancy

individual effort and perfromance

no reltionship

3. instrumentality

perceived degree of relationship between performance and outcome attainment -employee's mind -same as = conditional -degree to which attainment of certain outcome is conditional on performance on job

1. job outcome

results experienced by wroking, no limit, rewards or positive experience

high expectancy

sales job

1st ingredient for motivation

valued outcomes