resource functions in creating a motivating environment.1 If the expectancy theory. Trust- When individuals trust their leaders, theyre more likely to believe their promises that good performance will be rewarded. Expectancy theory says that people will be motivated to the extent to which they believe that their effort will lead to good performance, that good performance will be rewarded and that they will be offered attractive rewards. Persistence can be managed by each supervisor in the way of making each individual track their own present success and where they want to be within the company, for instance, in a 6 month, 1 year, and 5 year time frame. If I spend most of tonight studying will it improve my grade on tomorrows math exam? This belief, or perception, is generally based on an individual's past experience, self confidence (often termed self efficiency and the perceived difficulty of the performance standard or goal. The result of both would be not motivation.
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The second component of this theory is Performance-reward relationship. Potential Valued Outcomes may include:. For example, if a professor is known to give everyone in the class an A regardless of performance level, then instrumentality is low. It is important to note that when it is perceived that valued rewards follow all levels of performance, then instrumentality is low. If I work harder than everyone else in the plant will I produce more?