Motivation and Expectancy Theory in Organizational Behavior and Management

ORGANISATIONAL BEHAVIOUR
AND MANAGEMENT

Introduction
This essay brings out a discussion on motivation and its theory of expectancy. Motivation
contributes to positivity in the organisation by inculcating in the role of the organisation.
Motivation is the power to influence people in a positive way so that it can induce the
employees to work in a positive way. It is important to know that employee`s performance is
on the basis of individual factors such as skills, personality, experience, abilities and
knowledge. It is considered that effort, performance and the motivation are linked to the
person`s motivation. This essay is an in-depth discussion and review of three articles. The
first article is on the behavioural agency theory (Pepper, and Gore, 2015). The second article
elaborates that how motivation can be improved at the workplace to improve the productivity.
It discusses about the psychological motivation that should not include the humiliation, and
punishment. This article argues that appreciation can lead to job satisfaction and
psychological rewards are more effective for job enrichment and job satisfaction. It is
observed that psychological rewards will result into job satisfaction and job enrichment. The
third article describes employment risk and performance of job seekers (Pepper, and Gore,
2015).
According to Pepper, and Gore, (2015), the theory of motivation is used in many
investigations that reflects the motivational force affect the monetary incentives. This
behavioural change motivated through monetary benefits is expectancy theory. It is
essentially concerned with more extrinsic factors rather than total motivation or intrinsic. As
far as the performance of universities is concerned, monetary incentive can be in terms
scholarships, rewarding a huge concession in the future fees of the next level (Pepper, and
Gore, 2015). Expectancy theory is also known as temporal motivation theory that assumes

modification in motivation in terms of expectancy and valence, which is shaken by delays,
uncertainty, and risks. It is related with trust in the capabilities of the person, align how tasks
with the person`s set of skills, create the organisational objectives and set them to achieve. It
is to establish the correlation between rewarding and correlation (Pepper, and Gore, 2015).
The author relates compensation closely with the sum of incentives and rewards. This
encouragement is prior to performance and then encouraging the agents in a way. While
paying the bonus or other rewards, it is seen that a certain level of compensation is based on
high tendency and frequency of a person to gain the recognition again even in the influence
of averse risks (Pepper, and Gore, 2015). Sometimes small probabilities are under-
recognition become major weighing and greater probabilities of affecting the inflection point.
Mainly, there are three important components of the expectancy theory such as
instrumentality, valence, and the expectancy that defines situation such as performance-
outcome (performance is more than outcome) and effort-performance (p is more than o). The
organisations often use it to align the promises complied with the organisation` management
and policies (Pepper, and Gore, 2015). This theory can be used to measure the performance
of the students in the academics at the universities. This loss or gain is related to individual
differences. The individual endowment compensation related is comprised of actual current
compensation that is enhanced to the extent of further future incentives with a reasonable
degree of certainty (Pepper, and Gore, 2015). Before making the present compensation plan,
a university sees the past bonus payments. For example- the student is scoring well from the
very beginning accomplished with academic excellence as well as co-curriculum. It is great
possibility that the same student will receive the reward for the next time too. Therefore, in
order to motivate the students of the university, monetary compensation should be introduced
in every field and it should be equal on the part of the university as no field or area is inferior
(Pepper, and Gore, 2015).