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Expectancy Model Overview |
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The expectancy model concept was credited to Victor Vroom, but most of the original work was done by Edward Tolman and Kurt Lewin. Victor Vroom was the one that applied the concept of the expectancy model to the workplace. Vroom believes that a person motivation at work is driven by performance relationship and work outcomes. The expectancy model states that if we decide that we what something, that we will be motivated by that desire. It is believed that if we perform certain tasks, that it will produce a desired outcome. This Model is based on what a person believes will happen under certain conditions. This concept shows how people make decisions based on different options and that motivation is dependent on how much a person has a desire to obtain something. To simplify this concept, it has been broken down into four different levels.
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.
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Below are additional random excerpts from the paper...
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,
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Approximate Word count = 940
Approximate Pages = 4 (250 words per page double spaced)  |
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