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Organizational Behavior 8th edition

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www.downloadslide.com Chapter Five Foundations of Employee Motivation 131 EXHIBIT 5.4 E-to-P expectancy P-to-O expectancy Valence Expectancy Theory of Motivation Probability that a specific effort level will result in a specific performance level Probability that a specific performance level will result in specific outcomes Anticipated satisfaction from the outcome Outcome 1 +/– Effort Performance Outcome 2 +/– Outcome 3 +/– performance is usually described as instrumental to other outcomes beyond the employee’s control. As illustrated in Exhibit 5.4, an individual’s effort level depends on three factors: effort-to-performance (E-to-P) expectancy, performance-to-outcome (P-to-O) expectancy, and outcome valences. Employee motivation is influenced by all three components of the expectancy theory model. If any component weakens, motivation weakens. • E-to-P expectancy. This is the individual’s perception that his or her effort will result in a particular level of performance. In some situations, employees may believe that they can unquestionably accomplish the task (a probability of 1.0). In other situations, they expect that even their highest level of effort will not result in the desired performance level (a probability of 0.0). In most cases, the E-to-P expectancy falls somewhere between these two extremes. • P-to-O expectancy. This is the perceived probability that a specific behavior or performance level will lead to a particular outcome. In extreme cases, employees may believe that accomplishing a particular task (performance) will definitely result in a particular outcome (a probability of 1.0), or they may believe that successful performance will have no effect on this outcome (a probability of 0.0). More often, the P-to-O expectancy falls somewhere between these two extremes. • Outcome valences. A valence is the anticipated satisfaction or dissatisfaction that an individual feels toward an outcome. 44 It ranges from negative to positive. (The actual range doesn’t matter; it may be from −1 to +1 or from −100 to +100.) Outcomes have a positive valence when they are consistent with our values and satisfy our needs; they have a negative valence when they oppose our values and inhibit need fulfillment. EXPECTANCY THEORY IN PRACTICE One of the appealing characteristics of expectancy theory is that it provides clear guidelines for increasing employee motivation, at least extrinsic motivation. 46 Several practical applications of expectancy theory are listed in Exhibit 5.5 and described below.

www.downloadslide.com 132 Part Two Individual Behavior and Processes EXHIBIT 5.5 Practical Applications of Expectancy Theory EXPECTANCY THEORY COMPONENT OBJECTIVE APPLICATIONS E → P expectancies P → O expectancies Outcome valences To increase the employee’s belief that she or he is capable of performing the job successfully To increase the employee’s belief that his or her good performance will result in certain (valued) outcomes To increase the employee’s expected satisfaction with outcomes resulting from desired performance • Select people with the required skills and knowledge. • Provide required training and clarify job requirements. • Provide sufficient time and resources. • Assign simpler or fewer tasks until employees can master them. • Provide examples of similar employees who have successfully performed the task. • Provide coaching to employees who lack self-confidence. • Measure job performance accurately. • Clearly explain the outcomes that will result from successful performance. • Describe how the employee’s rewards were based on past performance. • Provide examples of other employees whose good performance has resulted in higher rewards. • Distribute rewards that employees value. • Individualize rewards. • Minimize the presence of countervalent outcomes. Increasing E-to-P Expectancies E-to-P expectancies are influenced by the individual’s belief that he or she can successfully complete the task. Some companies increase this can-do attitude by assuring employees that they have the necessary skills and knowledge, clear role perceptions, and necessary resources to reach the desired levels of performance. An important part of this process involves matching employee abilities to job requirements and clearly communicating the tasks required for the job. Similarly, E- to-P expectancies are learned, so behavior modeling and supportive feedback typically strengthen the individual’s belief that he or she is able to perform the task. Increasing P-to-O Expectancies The most obvious ways to improve P-to-O expectancies are to measure employee performance accurately and distribute more valued rewards to those with higher job performance. P-to-O expectancies are perceptions, so employees also need to believe that higher performance will result in higher rewards. Furthermore, they need to know how that connection occurs, so leaders should use examples, anecdotes, and public ceremonies to illustrate when behavior has been rewarded. Increasing Outcome Valences One size does not fit all when motivating and rewarding people. The valence of a reward varies from one person to the next because they have different needs. One solution is to individualize rewards by allowing employees to choose the rewards of greatest value to them. When this isn’t possible, companies should ensure that everyone values the reward (i.e., positive valence). Consider the following story: Top-performing employees in one organization were rewarded with a one-week Caribbean cruise with the company’s executive team. Many were likely delighted, but at least one top performer was aghast at the thought of going on a cruise with senior management. “I don’t like schmoozing, I don’t like feeling trapped. Why couldn’t they just give me the money?,” she complained. The employee went on the cruise, but spent most of the time working in her stateroom. 47 Finally, we need to watch out for

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