Expectancy Theory

According to expectancy theory, motivation involves the relationship between your effort, your performance, and the desirability of the outcomes $($such as pay or recognition$)$ you receive for your performance. These relationships are affected by three elements$$expectancy$,$ instrumentality, and valence. For your motivation to be high, you must have a high level of all three of these elements. If any element is low, motivation decreases. This activity is important because the underlying logic of expectancy theory is understandable and applicable for managers, and the theory has received a great deal of research support for its use as a motivational tool.

The goal of this activity is to challenge your knowledge of the expectancy theory of motivation.

For each person, select the element of expectancy theory that his or her scenario best exemplifies. If a scenario does not relate to an element of expectancy theory, select $$Does not apply.$$

$1.$ Ryo is not very excited about meeting his performance goals this quarter because he has compared his goals to his coworker$$s goals and doesn$$t feel they are equitable.

$($Click to select$)$

$2.$ Lucy wants to attend training before she takes on a new job role.

$($Click to select$)$

$3.$ At this time in his life, Mateo would rather have more time off than he would a bonus check.

$($Click to select$)$

$4.$ Thu could care less about meeting her goals this quarter because the reward is a $$500$ Omaha Steaks gift card and Thu is a vegetarian.

$($Click to select$)$

$5.$ Darius isn$$t confident about tackling a new project because he$$s not at all familiar with the software platform.

$($Click to select$)$

$6.$ Catalina knows that she will receive a huge year$-$end bonus if she meets her sales goals.

$($Click to select$)$

$7.$ Madison is going to try really hard to succeed at her project because she has a high need for achievement.

$($Click to select$)$

$8.$ Adnan$$s boss dangles rewards in front of employees as performance incentives, but sadly Adnan knows that even when employees perform well, most of them never see any actual rewards.