Motivational theory and Performance


From the following list, select a motivational theory that you would be most likely to apply as a manager. Provide a brief explanation as to how you would apply this motivational theory.

a.  Needs Theory
b.  Equity Theory
c.  Expectancy Theory


Motivational theory and Performance

The motivational theory I would be most likely to apply as a manager is expectancy theory. Expectancy theory claims that the tendency of employees to put effort towards accomplishing the organizational goals depends on their expectations of rewards and the attractiveness of those rewards (Robbins, Judge, Millett, & Boyle, 2013). In other words, employees are likely to feel strongly motivated when they believe their efforts will lead to positive outcomes such as higher salaries, paid vacations, performance appraisals, job promotions, and among other outcomes. The premise of the theory is that individuals long for certain outcomes when they exhibit or surpass desired behavior (Robbins et al., 2013). There is an inherent need among employees to feel appreciated for their efforts. The rewards should help in satisfying the personal goals of employees.

Expectancy theory

There are three major constructs under the expectancy theory. The first is effort versus performance, which holds that putting some effort in work will lead to performance (Robbins et al., 2013). The second construct is performance versus reward relationship. This is the notion among employees that better performance will lead to more or higher rewards. The third construct is rewards versus personal goals relationship. This refers to the attractiveness of the particular rewards (Robbins et al., 2013). It depicts the goal satisfaction levels of the particular rewards.

Expectancy theory in the organization

It is possible to apply the expectancy theory in the organization. The significant aspect in applying the expectancy theory is linking employee performance with appropriate rewards. To achieve this, an organization needs to have a reward system. The reward system should tie rewards to individual performance. It is important to consider that different employees have varying needs. As such, a single reward may not meet the goals of all employees due to the issue of individual differences. These differences could be due to age, sex, hierarchy, culture, personal interests, and among other factors. The organizational leader must consider giving rewards that will help employees meet their personal goals. The possible rewards for employees who exhibit exemplary performance are job promotions, bonuses, appraisal, and vacations.


Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour. Pearson Higher Education AU.