4. Expectancy
• “Can I achieve
the desired
level of task
performance?”
Instrumentality
• “What work
outcomes will
be received as
a result of the
performance?”
Valence
• “How highly do
I value work
outcome?”
5.
6.
7. Porter and Lawler categorized the reward as
intrinsic and extrinsic
Intrinsic rewards are the positive feelings that
the individual experiences from completing the
task e.g. satisfaction, sense of achievement.
Extrinsic rewards are rewards emanating from
outside the individual such as bonus, commission and
pay increases.
8.
9. Edward Lawler claims that the simplicity of expectancy
theory is deceptive because it assumes that if an
employer makes a reward, such as a financial bonus
or promotion, enticing enough, employees will
increase their productivity to obtain the reward.
However, this only works if the employees believe the
reward is beneficial to their immediate need.
10. Porter and Lawler used Victor Vroom’s
expectancy theory as a foundation to develop
their expectancy model. Similar to Vroom’s
theory Porter and Lawler concluded that an
individual’s motivation to complete a task is
affected by the reward they expect to receive
for completing the task. However Porter and
Lawler introduced additional aspects to the
expectancy theory.
11. We take this opportunity to express our gratitude and thanks
to our Poulami Madam for valuable technical suggestion
without which this presentation would not have come to an
existence. We are also thanked to the almighty and also we
deeply express our hurtful thanks to our members for
supporting us.
Lastly, we are grateful to the audience for having the
patience to listen the presentation.
