Discuss the functions of Expectancy model ?

NO MORE IDEAS THAN THE  EDUCATORS SAID

The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward.

1.     (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance.

2.     (Instrumentality) is the faith that if you perform well, then a valid outcome will be there. Instrumentality is affected by factors such as believe in the people who decide who receives what outcome.

Thus, the expectancy theory concentrates on the following three relationships:

• Effort-performance relationship: What is the likelihood that the individual’s effort be recognized in his performance appraisal?
• Performance-reward relationship: It talks about the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards.
• Rewards-personal goals relationship: It is all about the attractiveness or appeal of the potential reward to the individual.

Vroom was of view that employees consciously decide whether to perform or not at the job. This decision solely depended on the employee’s motivation level which in turn depends on three factors of expectancy, valence and instrumentality.

Advantages of the Expectancy Theory

• It is based on self-interest individual who want to achieve maximum satisfaction and who wants to minimize dissatisfaction.
• This theory stresses upon the expectations and perception; what is real and actual is immaterial.
• It emphasizes on rewards or pay-offs.

The expectancy theory was proposed by Victor Vroom of Yale School of Management in. Vroom stresses and focuses on outcomes, and not on needs unlike Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual.

The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short, Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availability of right resources, availability of crucial information and getting the required support for completing the job.

The theory suggests that although individuals may have different sets of goals, they can be motivated if they believe that:

·         There is a positive correlation between efforts and performance,

·         Favorable performance will result in a desirable reward,

·         The reward will satisfy an important need,

·         The desire to satisfy the need is strong enough to make the effort worthwhile.

The expectancy model of motivation targets employee perceptions of the relationship between work and rewards. Understanding what motivates employees will help them become more productive.

The expectancy model is based on 3 components.

1.      Expectancy is the relationship between effort and performance. An employee will make a mental measurement of the work effort he perceives as necessary to perform at a certain level.

2.      Instrumentality is the relationship between performance and reward. If the employee reaches the target level of performance, he will receive the desired outcome.

3.      Valance, or the attractiveness of the reward. It is the measure of importance the employee places on receiving the reward. Motivational force is the combination of these three components.

In summary there are few questions that employees ask themselves. -- consciously or subconsciously -- How hard is the work?

Can I do it?

What’s the reward if I do it?

Do I want it?

What the employee wants to know is, if he does the work, can he reach the desired level of performance, and if he does, will he reap the reward he has been promised?

 In practical terms, this means that your employees must have a level of confidence in themselves that allows them to think they can perform at the level you desire.

Expectancy theory (AKA Expectancy theory of motivation) proposes an individual will behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave

Functions of Expectancy are to judge a person on;

1) Given your abilities, experiences, self-confidence, and your understanding of your supervisor’s expectations, on a scale of zero to one, what is the probability—your gut feeling—that your effort will result in a superior performance? (Can I do it?)

2) On a scale from zero to one, how sure are you that when you do a good job your boss will reward you? (What is in it for me?)

3) Of what value is the outcome to you? (How much do I want it?)

Thanks for question. I completely agree with Ms. Maha Abdulhalim 

The Expectancy Theory of Motivation explains the behavioral process of why individuals choose one behavioral option over another. The theory explains that individuals can be motivated towards goals if they believe that: there is a positive correlation between efforts and performance, the outcome of a favorable performance will result in a desirable reward, a reward from a performance will satisfy an important need, and/or the outcome satisfies their need enough to make the effort worthwhile. Vroom introduces three variables within the expectancy theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy), performance-outcome expectancy (P>O expectancy).

Three components of Expectancy theory: Expectancy, Instrumentality, and Valence

1. Expectancy: Effort → Performance (E→P) 2. Instrumentality: Performance → Outcome (P→O) 3. Valence: V(R) Outcome → Reward

Expectancy: Effort → Performance (E→P)

Expectancy is the belief that one's effort (E) will result in attainment of desired performance (P) goals.

1. Self efficacy- the person’s belief about their ability to successfully perform a particular behavior. The individual will assess whether they have the required skills or knowledge desired to achieve their goals. 2. Goal difficulty- when goals are set too high or performance expectations that are made too difficult. This will most likely lead to low expectancy. This occurs when the individual believes that their desired results are unattainable. 3. Perceived control - Individuals must believe that they have some degree of control over the expected outcome. When individuals perceive that the outcome is beyond their ability to influence, expectancy, and thus motivation, is low.

Instrumentality: Performance → Outcome (P→O)

Instrumentality is the belief that a person will receive a reward if the performance expectation is met. This reward may present itself in the form of a pay increase, promotion, recognition or sense of accomplishment. Instrumentality is low when the reward is the same for all performances given.

Another way that instrumental outcomes work is commissions. With commissions performance is directly correlated with outcome (how much money is made). If performance is high and many goods are sold the more money the person will make.

Factors associated with the individual's instrumentality for outcomes are trust, control and policies: •Trusting the people who will decide who gets what outcome, based on the performance, •Control of how the decision is made, of who gets what outcome, •Policies understanding of the correlation between performance and outcomes.

Valence V(R)

Valence: the value an individual places on the rewards of an outcome, which is based on their needs, goals, values and Sources of Motivation. Influential factors include one's values, needs, goals, preferences and sources that strengthen their motivation for a particular outcome.

Valence is characterized by the extent to which a person values a given outcome or reward. This is not an actual level of satisfaction rather the expected satisfaction of a particular outcome.

Thanks

As usual Mr. Vinod covered the question

Previous answers are very through and detailed I have nothing more to add. 

I agree with the rest answer