Question 1: Briefly explain the meaning of expectancy theory and identify one of its

strength and one of its limitations.

Expectancy theory is a motivation theory based on the idea that work effort is directed
toward behaviours that people believe will lead to desired outcomes. Overall, expectancy
theory is a useful model that explains how people rationally figure out best direction,
intensity, and persistence of effort. However, expectancy theory ignores the central role of
emotion in employee effort and behaviour.

Question 2: Explain the three components of Expectancy Theory.

There have three components of expectancy theory. Firstly, E to P expectancies. The

E to P expectancies is influenced by the individuals belief that she/he can successfully
complete the tasks. Some companies increase this can do attitude by assuring employees that
they have the necessary competencies, clear role perceptions, and necessary resources to
reach the desired levels of performance. An important part of this process involves matching
employees competencies to job requirements and clearly communicating the tasks required
for the job. Similarity, E to P expectancies are learned, so behaviour modelling and
supportive feedback typically strengthen the individuals belief that he or she is able to
perform the tasks.

Next the increasing P to O expectancies. The most obvious ways to improve P to O

expectancies are to measure employee performance accurately and distribute more valued
rewards to those with higher job performance. P to O expectancies is perceptions, so
employees also need to believe that higher performance will result in higher rewards.
Furthermore, they need to know that connection occurs, so leaders should use examples,
anecdotes, and public ceremonies to illustrate when behaviour has been rewarded.

Last but not least, increasing outcome valences. Valance is anticipated satisfaction or
dissatisfaction that an individual feels towards outcome. They need to ensure that the rewards
are valued and also minimize the countervalent outcomes.
Question 3: Psychologist David McClelland proposed the idea of 'learned needs' years
ago through his research. Explain McClelland's THREE (3) learned needs.

There have three learned needs according to McClelland. Firstly, need for
achievement. Need for achievement means that a learned need in which people wants to
accomplish reasonably challenging goals and desire unambiguous feedback and recognition
for their success. The employees with a low need for achievement will perform their work
better when money is used as an incentive. Successful entrepreneurs tend to have a high need
of achievement, possibly because they establish challenging goals for themselves and thrive
on competition.

Next, the need for affiliation. The need for affiliation can be defined as a learned need
in which people seek approval from others, conform to their wishes and expectations and
avoid conflict and confrontation. The employee with high need for affiliation generally work
well in coordinating roles to mediate conflicts and in sales positions where the main tasks is
cultivating long term relations. However, they tend to be less effective at allocating scares
resources and making other decisions that potentially generate conflict. People in decision
making positions must have a relatively low need for affiliation so their choice and action are
not biased.

Last but not least, the need for power. The need for power can be defined as a learned
need in which people want to control their environment, including people and material
resources, to benefit either themselves or others. McClelland pointed out two types of need
for power. Firstly, the individuals who enjoy their power for its own sake, use it to advance
personal interests and wear their power as a status symbol have personalized power.
Secondly, have need for power for socialized power because they desire power as a means to
help others.
Question 4: The key variable of interest in Expectancy Theory of Motivation is the
effort by the individual. The effort level depends on the three factors which are E-to-P
expectancy, P-to-expectancy and Outcome Valences (V). Explain FOUR (4) practical
applications under E-to-P expectancy.

There have four practical applications under E to P expectancy. Firstly, they need
select people with the required skills and knowledge. Secondly, they need to provide requires
training and clarify job requirements. For instance, as clerk they need to be given the training
on how to using a computer. Next the applications are provide sufficient time and resources.
Sufficient time and resources is important for the organization to provide if they want their
employee to produce a quality product. Next, assign simpler of fewer tasks until employees
can master them. They need to give tasks that according to what the employee ability to do
and from giving tasks it can help them to be more master on those particular tasks. Besides,
provide them examples of similar employees who have successfully performed the tasks. As
we all know, all individuals will better perform when they see others achievements, so that
why it is important for employer to show employees the successful person who have done
those tasks. Last but not least, employer needs to provide coaching to employees who lack
self-confidence. As we all know, it is not easy for the employee to have fully confidence on
the tasks that they want to do, that why employer need to be coach to the employee to try
harder for complete their tasks.

Question 5: Describe any three of the four drive theory and explain how drivers
influence employee motivation.

There have three of four drive theory that influences employee motivation. Firstly,
drive to acquire. Drive to acquire is to seek, take, control and retain object and personal
experience. It can help in enhancing self-concept by acquire of status and recognition.
Employees will always want to achieve higher position than other and they will compete each
others.

Second is drive to bond. Drive to bond means that to form social relationship and
develop mutual caring commitment with others. It will align self-concept with other. It helps
to motivate employees to cooperate and develop societies towards organization success.
 Thirdly is, drive to comprehend. Drive to comprehend is drive to satisfy curiosity to
understand ourselves and environment. Observe inconsistency and go beyond knowledge. It
would help employees to close the information gap.

Question 6: Analyse the difficulties in maintaining feelings of equity among employees.

In my opinion, it is very difficult in maintaining feelings of equity among employees.

As we all know, employees also have their own emotion and reaction on certain thing.
Sometimes it is not because of the employer fault but their think that the employer biased or
others. That why in my opinion I think employers should have good relation with employee
for them to easy discuss or giving their dissatisfaction to employer.

Question 7: Describe any four ways that people respond to feelings of under-reward
inequity.

In my opinion, it is very difficult in maintaining feelings of equity among employees.

As we all know, employees also have their own emotion and reaction on certain thing.
Sometimes it is not because of the employer fault but their think that the employer biased or
others. As examples, the employer needs to give the reward to the employee that really
performs on their job. From this way it can encourage the employee for perform well.

Question 8: Reward system does motivate most employees, but only under right
conditions. Explain any three strategies to improve reward effectiveness in organization.

There have three strategies to improve reward effectiveness in organization. Firstly,

the employer need to give rewards based on the performance. The employer needs to ensure
that the rewards that the employees get are suitable with their performance. This is to
encourage them to work better next time. Secondly, the employer needs to motivate the
employee to be more creative and innovative to get more rewards. The employer can give
them rewards if they make some improvement on product or services that already have or
make new ideas that can be implement in organization. By doing this, it also will give benefit
to the organization because of the employees will give creative ideas that can boost the profit
of organization. Last but not least, the employer can use monetary rewards to the employee.
As we all know, nowadays people are usually not serious in complete their tasks, based on
that if employer uses the monetary rewards system it can help decrease the number turnover
of employee and also will make them work better.