3.4.1 Motivation and expectancy theory
Figure 3 Dimensions to Expectancy Theory
(Source: RW Scholes at http://www.cba.uri.edu/Scholl/Notes/Motivation_Expectancy.html )
Motivation and commitment are derived through orienting individual behaviour towards outcomes that inspire action. Such actions and the underpinning behaviours must also be both sustainable and targeted.
Expectancy theory suggests that individuals have choices in how they behave. As depicted in the figure above:
MF= Expectancy x Instrumentality x Valance
Expectancy theory emphasises how past experience and perception influence choice. Performance results were the probability (instrumentality) of benefit and value (valance) is considered sufficient to inspire appropriate actions. This ties motivation theory back to the core concepts of leadership, effective management and communication introduced in earlier topics.
The sources or conditions for motivation in the above table can be further detailed.
Table 3 Conditions for individual reward and commitment
Source or |
Perceived needs |
Intrinsic Process Motivation |
Individuals want to have fun. Activities and challenges that stimulate enjoyment are embraced. Individual motivation to pursue task outcomes or goals can be achieved if they are perceived to be intrinsically enjoyable. |
Instrumental Motivation |
Individuals expect the rewards to justify the actions. Behaviours displayed and achievements obtained must be rewarded appropriately. Relationships with subordinates and senior managers are founded on a concept of exchange; work for reward, respect for authority, etc. |
External Self Concept-based Motivation |
This type of Individual adopts a 'stand off' approach and observes others within the group context. Under such an approach the team, reference group, peers or affiliates transfer or convey role expectations. As such individuals are motivated by the perception and status granted by their peers. |
Internal Self Concept-based Motivation |
This Individual believes motivation is strongest where it is associated with self-awareness, i.e. the individual journey is more important than the collective destination. The concept of ethical behaviour, self-respect, and reinforcement of individual understanding are important goals. Feedback is a major reward when provided by a peer or supervisor they respect. |
Goal Internalisation |
This Individual believes goals must match the individual's values and held beliefs. Motivation is triggered with the external goals matching the internally held aspirations and values. |
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