Since motivation is a major determinate of a person’s persistence toward achieving a goal, it is important to examine how managers can use motivation to attain organizational goals. There are various theories to help managers understand how high performance can be effectively obtained from people.
Analyze one of the following motivation theories; Expectancy, Equity, or Goal-Setting Theory. In your analysis, define the theory, describe its intended purpose and functions, and discuss its strengths and weaknesses. (At least 100 words in each of these sections)
2. Theory Evaluation from Scripture: Evaluate your chosen theory’s effectiveness according to biblical principles. Your biblical evaluation must include the following: A summary statement that explicitly states whether are not the theory is effective according to the Bible or Christian literature. (At least 100 words)
Instrumentality (I): The belief that successful performance will result in certain outcomes or rewards (Performance 8$\rightarrow$ Outcome).9 This is essentially the perceived link between achieving the goal and receiving a reward.10
Valence (V): The value, attractiveness, or importance an individual places on the potential outcome or reward.11 Outcomes can have positive valence (desired rewards) or negative valence (undesired consequences).12
Crucially, because motivation is a multiplicative function, if any one of the three components (Expectancy, Instrumentality, or Valence) is perceived to be zero, the overall motivational force will also be zero.13 The theory heavily relies on the perceptions of the individual regarding these links, making it highly personalized.14
Intended Purpose and Functions of Expectancy Theory
The intended purpose of Expectancy Theory is to explain and predict the specific choices an individual makes regarding the level of effort they will expend in a given situation. It functions as a diagnostic tool for managers to design motivating work environments and reward systems to achieve organizational goals.15
One primary function is to guide managers in aligning individual goals with organizational goals. By ensuring that the rewards (outcomes) valued by the employee (high Valence) are directly and clearly tied to high performance (Instrumentality), which in turn is made realistically achievable through effort (Expectancy), the organization maximizes the motivational force driving the employee toward the desired performance.16 Managers are prompted to perform several key functions: they must ensure employees have the necessary skills and resources (boosting
Sample Answer
. Analysis of Expectancy Theory
Definition of Expectancy Theory
Expectancy Theory, primarily developed by Victor Vroom in 1964, is a cognitive process theory of motivation that posits that an individual's motivation to exert a certain level of effort is a result of their conscious rational decision-making process.1 The theory suggests that people will be motivated to act in a certain way if they believe that their effort will lead to favorable outcomes that they highly value.2 The motivational force (MF) is calculated as the product of three core components, often represented by the formula: 3$MF = E \times I \times V$:4
Expectancy (E): The belief that increased effort will lead to a desired level of performance (Effort 5$\rightarrow$ Performance).6 This involves an individual's perception of their ability, resources, and clarity of the task.7