Effort-performance expectancy

Definition

Effort-performance expectancy is the belief that the amount of effort an employee puts into their work will lead to a certain level of performance. This concept is crucial in understanding how motivation influences employee behavior, as it connects an individual’s exertion to the outcomes they expect to achieve. When employees feel confident that their efforts will result in successful performance, they are more likely to be motivated to work harder and engage fully in their tasks.

5 Must Know Facts For Your Next Test

1. Effort-performance expectancy is a key component of Expectancy Theory, developed by Victor Vroom, which emphasizes how individuals assess the likelihood that their efforts will yield desired performance levels.
2. High effort-performance expectancy can significantly enhance employee motivation and productivity, leading to better overall performance in the workplace.
3. Factors influencing effort-performance expectancy include previous experiences, feedback from supervisors, and clarity of job roles and responsibilities.
4. When employees experience low effort-performance expectancy, it can lead to disengagement, lower job satisfaction, and increased turnover rates.
5. Organizations can improve effort-performance expectancy by providing training, resources, and a supportive environment that helps employees feel capable of achieving desired performance outcomes.

Review Questions

• How does effort-performance expectancy influence an employee's motivation to achieve their goals?
  • Effort-performance expectancy directly impacts an employee's motivation by shaping their beliefs about the relationship between their efforts and the expected performance outcomes. When employees believe that their hard work will lead to positive results, they are more likely to be motivated to put in the necessary effort. Conversely, if they doubt that their efforts will translate into success, motivation tends to decline.
• In what ways can managers enhance effort-performance expectancy among employees to improve organizational performance?
  • Managers can enhance effort-performance expectancy by providing clear expectations regarding job performance and ensuring employees have access to necessary training and resources. Regular feedback and recognition for accomplishments also help reinforce the belief that effort leads to successful outcomes. By fostering a supportive environment where employees feel capable and valued, managers can boost motivation and drive better organizational performance.
• Evaluate the potential consequences for an organization when effort-performance expectancy is low among employees, considering broader implications.
  • When effort-performance expectancy is low among employees, it can lead to significant negative consequences for an organization, including decreased motivation and productivity. Employees may become disengaged and less willing to invest effort in their work, resulting in poor performance and high turnover rates. This decline not only affects individual output but can also harm team dynamics and overall organizational morale, creating a culture of apathy that may hinder growth and innovation.

Related terms

Expectancy Theory: A motivation theory suggesting that individuals are motivated to act based on their expectations of the outcome of their efforts.

Instrumentality: The belief that successful performance will lead to specific outcomes or rewards, often linked to the effort-performance expectancy.

Valence: The value an individual places on the expected outcomes, which can influence their motivation to perform.