In the context of Expectancy Theory, what factors determine motivation?

In the framework of Expectancy Theory, motivation is influenced by the interplay among effort, performance, and outcomes. This theory posits that individuals are motivated to act in a specific way based on their expectations that their efforts will lead to the desired performance level, which in turn will result in certain rewards or outcomes.

Effort refers to the amount of energy and commitment an individual is willing to put forth in their tasks. Performance is the level of achievement one attains as a result of that effort, and outcomes are the consequences or rewards that follow successful performance, which can include tangible rewards like bonuses or intangible rewards such as recognition. According to Expectancy Theory, if an individual believes that their effort will yield successful performance and that this performance will lead to desirable outcomes, they will be more motivated to exert that effort.

In contrast, the other options do not encapsulate the central tenets of Expectancy Theory. Rewards and punishments relate more broadly to behavioral responses rather than the specific cognitive processes of expectation that drive motivation. Quality of training and development, while important for overall employee performance, does not directly address the expectancy and value components that the theory emphasizes. Likewise, employee satisfaction and engagement are outcomes of motivation rather than the motivating factors defined by Expectancy Theory