The first level outcome deals with doing the job itself. This would include your performance level and the quality of your work. This would also include all indirect action that would affect your performance level such as lateness, early departures, sick leave, and the amount of time absent from your job.

The world around us is viewed by each and every one differently. Because we are individuals, we all can look at the exact same object or situation and all come up with a different look. There may be a lot of similarity in our output but none will be 100% the same. When it comes to what motivates a person or a group of people, we find that this same issue have a major impact on the out come. It is because of this factor that this theory is hard to lock down. What I place value in may not be what the next person does. Much of the choices a person selects has a lot to do with the environment that they are accustom to. So even through this theory is utilized it still has its draw backs.

the output of the first level and uses it as its input. The second level is the reward that a person would obtain base on the first level. These rewards could be negative or positive. A positive outcome would be “a pay increase, promotion, acceptance by coworkers, job security” (147) or anything that is preferred. A negative outcome would be anything that is not preferred.

Some topics in this essay:
Level Outcomes, Conclusion Motivation, Victor Vroom, Model Overview, level outcome, expectancy model, performance level, positive valence, desired outcome, output level, valence individual, value range, personal satisfaction, +1 value,