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Expectancy Theory Of Performance

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Through the course and guest speakers, it seems there is a consensus in the corporations to consider that humans are the main assets of the company. The content as well as all the concepts covered during the lectures are mainly about two things: the performance is intended as the outcome of a process that was explicitly articulated in the expectancy theory and motivation of Individuals is the cornerstone of driving performance. In this essay, I will discuss the concept of performance and the adjacent concepts along with the expectancy theory. Finally, I will share some thoughts about the motivation theory in a corporate environment.

Interestingly the expectancy theory clarifies the dynamics leading to performance and we can foresee two predominant …show more content…

In class, we studied the talents Joan Miro had, which are related to painting and coloring. A talent can be any type of skills or ability, from painting to screwing a bolt as far it is serving the purpose of the activity. Interestingly, I do believe that the primary tool to develop talents is training. However, it goes through coaching in order to help people creating a routine, to encourage others or to unleash abilities some people are not even conscious they get or they could get. In business, the role of the management is also to identify the talent of each individual in the workforce as well as the talent to be acquired, and to build a training and coaching plan to acquire the talent needed to deliver the initiative or the program as a …show more content…

The motivation is defined as the driver of the human behavior with both a rationale and an emotional component seen during the lectures. The rational component focuses on the outcome of experience while the emotional component focuses on the behavior. Intuitively, we have no doubt that a motivated individual will perform to a greater extent than a demotivated individual. Thus, the key question is ‘how to develop the motivation of an individual or a group of individuals’, which is what we learn in the text “motivation and the self” given in class.
Frederick Taylor related reward to efficiency, which means that the “Manager‘s job is to make a ‘scientific’ study of tasks and on this basis to develop the most efficient form of work that could then be taught to new employees”. Taylor also said that if an employee is promised a reward, he will be more inclined to work efficiently.
Abraham Maslow complements this thought by assessing that individuals are motivated by a “hierarchy of needs” (physiological needs, safety needs, love affection & belonging needs, esteem needs and self-actualization

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