Expectancy Theory and Motivation: Google's Approach

This report examines the Expectancy Theory of Motivation and its practical application within Google's management practices. The analysis begins with a definition of Expectancy Theory, outlining its core principles of effort, performance, and rewards, and how these factors influence employee motivation and behavior. The report then focuses on Google's implementation of this theory, particularly through its 'objectives and results' system, which involves goal-setting, performance evaluation, and rewards. It highlights how Google encourages employees to create their own goals, which are then reviewed quarterly, with outcomes influencing compensation and promotion opportunities. Furthermore, the report underscores Google's commitment to creating a productive workplace through state-of-the-art resources, employee perks, and benefits, which all contribute to high levels of morale and satisfaction. By providing free meals, gym memberships, and other amenities, Google reinforces the connection between performance and desired outcomes, aligning with the Expectancy Theory's core tenets. The report concludes by comparing Expectancy Theory with other motivation theories, emphasizing Google's approach to enhancing employee motivation and achieving organizational success.

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EXPECTANCY THEORY
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Expectancy Theory
The Expectancy Theory of Motivation is a process theory based on research pioneered by
Edward Tolman then later continued by Victor H. Vroom. It is a process theory owing to its
emphasis on personal perceptions regarding the environment and the consequent interactions that
result from personal expectation. The theory gives an elaboration of why people choose a given
behavioral option over several others. Motivation thus becomes an important factor in predicting
a person’s success as well as their ability to perform at work. The theory has its basis on the fact
that people tend to be motivated to do actions because they believe the will ultimately result in
an outcome they desire thus job satisfaction. It therefore proposes that work motivation depends
on the perceived relation between performance and consequences making people to modify their
behaviors depending on their anticipated outcomes. According to this theory, individuals set
different goals which makes them motivated if they trust that; there exists an affirmative
relationship amid efforts and performance, an auspicious action brings forth a necessary reward
and that the resulting reward ultimately satisfies a vital need (Randstand. 2018).
Job satisfaction is acquired from expectancy, goals and instrumentality as aspects of the
expectancy theory. In the same alignment, productivity becomes an employee’s perception of the
levels to which productivity ought to be attained with regards to personal goals (Bowman, 2010).
Therefore, if a worker identifies productivity to be part of his/her goals then he will work
towards it and become a high producer and the reverse is true. Based on Expectancy,
instrumentality and valence, the theory explains why individuals deliver at levels. Its impact is
witnessed with companies that have implemented it, Google for instance, and it has a practical
and affirmative aid in improving motivation in turn helping those in leadership positions to
establish motivation all programs in places of work. This is imparted by the idea set by the

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theory that a person’s motivation comes from having faith that they will receive their desires in
reward forms despite it not being inclusive of individual motivation factors.
As opposed to other theories like the Equity Theory, the Expectancy Theory insinuates
that people ought to heighten any affirmative outcomes they encounter. The Equity theory on the
other hand conjectures that people seek to attain poise with performance, input, and outcomes to
attain equilibrium. It therefore holds that people are interested in both reward quantities and its
relationship to the quantity received by others. This means that individuals at a work place do
compare inputs and outcomes and if there is any witnessed inequality, it impacts the degree of
efforts exerted by workers. Whereas Expectancy Theory emphasizes on self-interest attached to
rewards that workers want, Equity theory posits on the equity or inequity in individuals. It also
entails consideration of equity and inequity amid individuals. For Expectancy theory, a person’s
predisposition and ability to act in a given manner is dependent on the strong suit of an prospect
that the behavior will result in a desired outcome as well as its attractiveness (Rodric, 2016).

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Bibliography
Bowman, R.S., (2010): Job satisfaction, morale, and cultural diversity: motivation at
work. North Central University, Prescott Valley, Arizona.
Randstand. (2018). Expectancy theory Available at;
http://www.whatishumanresource.com/expectancytheory Accessed on 6th September 2018
Rodric, B. (2016). Motivation Theory and Practice: Equity Theory vs. Expectancy Theory.
https://www.linkedin.com/pulse/motivation-theory-practice-equity-vs-expectancy-rodric/