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LET1 Task 317.1.1-06

The Expectancy Theory of Motivation Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. Listed below are three relationships derived from the Expectancy Theory of Motivation that was created by Victor Vroom at Yale University in 1964.

The first relationship is Effort performance. What is the likelihood that the individual's effort be recognized in his performance appraisal? It can be viewed by the individual as personal recognition by someone in management, or another person. In the scenario, the company could use this relationship by motivating their supervisors about the task so they can pass it over to their employees. They can also educate their employees on what to expect and let them know how performance will lead them to rewards and praise.

The second relationship is Performance-reward relationship. The definition of this relationship is an employee who believes that getting a good performance appraisal will lead him to organizational rewards, such as a salary increase and bonus. In the scenario, the company can create a reward program that is directly tied to the employee's performance. With a positive performance from the employee, it will reward them with bonuses that would motivate and encourage the less productive employees in achieving the same goals.

The last relationship is Rewards-personal goals. This is all about the appeal of the potential reward to the individual. This relates as to how the employee views what rewards he will receive in performing better at the job. In the scenario, the company can establish communication with the supervisors and their employees in refining the production goals, and the rewards in reaching…...

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