Vroom's Expectancy Theory: A Very Fair Organization: Unfair Organization

1345 Words 6 Pages
Register to read the introduction… Self Esteem b. Self Efficacy c. Previous success at the task d. Help received from a supervisor & subordinates e. Information necessary to complete f. Good materials and equipment to with the task

 Instrumentality - is a performance ---> outcome perception
EFFORT -- PERFORMANCE EXPECTATIONS

 Valence – The value of a reward or outcome or the positive or negative value of people place on outcomes OUTCOME : refer to different consequences that are contingent on performance , such as pay, promotions, or recognition

Porter and Lawler’s Extension
8 PERCEIVED EQUITABLE REWARDS

1 VALUE OF REWARD

4 ABILITIES AND TRAITS 6 PERFORMANCE (ACCOMPLISHEMNT
…show more content…
Instructional – Feedback instructs when it clarifies roles or teaches new behavior 2. Motivational – Feedback motivates when it serves as a reward or promises a reward Sources of Feedback 1. Objective Feedback – Employees, Peers, Supervisors, Subordinates and Outsiders 2. Task Provided Feedback – Skilled tasks 3. Personal Feedback – One self Recipient of Feedback 1. Character- Personality such as self esteem and self-efficacy can help or hinder one’s readiness for feedback 2. Perception –the sign of feedback refers to whether it is positive or negative. 3. Cognitive Evaluation – accuracy, credibility of source, fairness.

Nontraditional Feedback : Upward and 360- Degree
Upward Feedback – Subordinates evaluate their Boss. 360-Degree Feedback – Comparison of anonymous feedback from one’s superior, subordinates, and peers with, self perceptions

Some Concluding Tips of Giving Good Feedback
1. Relate feedback to existing performance goals and clear expectations. 2. Give specific feedback tied to observable behavior or measurable results 3. Channel feedback toward key result areas 4. Give feedback as soon as possible 5. Give positive feedback for improvement, not just final results 6. Focus feedback on performance, not personalities 7. Base feedback on accurate and credible information

Extrinsic Reward Systems
1. Extrinsic Rewards - Financial, material or social rewards from the environment 2. Intrinsic Rewards – Self- granted, psychic

Related Documents