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Expectancy Theory of Motivation and George

In: Business and Management

Submitted By neilbooy
Words 363
Pages 2
In the case study it can be seen that George had the idea, if he made amends with the report and put in more effort he will impress Janet and Daniel, however after his effort his colleagues still were not impressed with what he produced “hopefully we will have something useful to present”. Thus George questioned his effort and saw that even after he worked around the clock and arrived early to work on the project he could still not impress them with his report. This relates to Effort to performance outcome of the expectancy theory which refers to an individual’s perception that his or her effort will result in a particular level of performance it falls between two extremes 1.0 and 0.0, 1.0 where they believe they can definitely finish the task or 0.0 where they believe even their best effort is not going to get the task done (McShane et. al 2015). George’s expectancy that his effort will lead to a specific level of performance is 0.0 he felt even if he tried his best he will still not be able to impress his colleagues with his report or at least satisfy them with his report thus he did not care about their opinion anymore and only started doing the minimum, coming late for work and leaving early, because his best effort did not lead to an expected performance level. The second factor of expectancy theory called performance to outcome expectancy, explains why George was ready to quit after his three-month review with the HR director and Janet. Performance to outcome expectancy is a persons believe that if he or she engages in a specific behaviour or level of performance, it will lead to a certain outcome it also falls between two extremes 1.0 where Janet and the HR director made it sound reassuring that he will receive the 10% bonus after his three-month probation period. Thus George though if he stayed he will receive the bonus and decided not to leave, however once…...

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