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Org B & L Essay

639 words - 3 pages

ORGANIZATIONAL BEHAVIOR & LEADERSHIP
317.1.1-06
People are motivated to engage in behavior when they believe that their efforts will result in performance, and that their performance will lead to outcomes that they value. Expectancy theory is the most complex motivation technique in that it takes into consideration the numerous factors possibly influencing the motivation of employees. Three perceptions to consider are: Effort equals Performance; Performance equals Outcome then what is the total value of the outcome.
Managerial Steps for Using Expectancy Theory concerning Effort and the desired Performance: Step 1: Determine if an employee’s Effort equals Performance is low. Step 2: If ...view middle of the document...

Managerial Steps for Using Expectancy Theory concerning Performance and the desired Outcome: Step 1: Determine if employee’s Performance equals Outcome is low. Step 2: If it appears low, try to figure out why. Step 3: Focus your efforts on trying to strengthen employee’s Performance equals Outcome, by rectifying factors that cause the connection to be low. What would affect Performance and the expected Outcome? Traits of the employee: untrusting, pessimistic, past experiences. Traits of the work context: manager lacks credibility, power, or is not familiar with employees and their needs/interests, shortage of resources, rewards, negatively political environment, unfair reward practices.
Value of the Outcome: The strength of the value an employee has for the outcomes. If an employee does not value the outcomes attached to the performance, he or she will not be motivated for the task. Much motivation stems from the types of interactions and relationships we share with others. Having a good relationship with employees can enhance all three motivation components. Effort equals...

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