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In: Business and Management

Submitted By billygoat666
Words 811
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Running head: Leadership Concepts and Applications 317.1.1-06

Leadership Concepts and Applications Abstract
The purpose of this paper is to explain the three key components and relationship in the expectancy theory of motivation. It will also cover how the company in a given scenario could apply the component or relationship of the expectancy theory of motivation to enhance the motivation of its employees as per the rubrics found in 317.1.1-06 Leadership Concepts and Applications
The expectancy theory of motivation is used to understand why employees only do the minimum requirements on the job. It is a theory used to understand the mindset of the employee, and find a solution to bridge the gap from a bare minimum employee, to one that surpasses expectations.
Robbins states that expectancy theory is, "a theory that say 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" (p. 224). The expectancy theory is broken down into the following three parts; effort-performance relationship, performance-reward relationship, and rewards-personal goals relationship. By Robbins, the effort-performance relationship is, "The probability perceived by the individual that exerting a given amount of effort will lead to performance" (p.225). This is the ideal that an individuals' effort equates to performance. In a corporations performance evaluation system, performance could also include loyalty, drive, initiative and so forth. Those traits and many others are only perceived by the management that is writing on the employee. This in return, is that perceived performance is not the same as actual performance. This may keep the employee from maximizing their performance potential.
The performance-reward…...

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