Question
Primaq starts offering UND100 spot bonuses to customer service staff to good reward sales . However, staff complain it does not motivate performance as the targets are not clear and they have not actually witnessed any sales staff receiving a spot bonus despite good sales. Where in Vroom's Expectancy theory model does motivation break down? A. Effort B. Outcome C. Valence D. Extrinsic motivation D C A B
Answer
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Barclay
Elite · Tutor for 8 years
Answer
B. Outcome and D. Extrinsic Motivation
Explanation
In Victor Vroom's Expectancy Theory, there are three components that influence motivational force: Expectancy (Effort → Performance), Instrumentality (Performance → Reward), and Valence (Importance of Reward). These components correlate with four options given in the question - Effort = ambition or achieving a goal (A), Outcome = reward (B), Valence = value of the reward to the individual (C), and D. Extrinsic motivation.In this question, Primaq has started a bonus system, but the employees do not see any connection between good performance and receiving the bonus (lack of clear targets or criteria and non-observance of well-performing staff getting bonuses). Hence, the Instrumentality part of Vroom's Expectancy theory, which connects Performance and Outcome (= reward in this case), has broken, leading to demotivating employees.Where does this scenario fit in the answer choices? It correlates with the answer option 'Outcome,' which is the reward (B). There exists an ambiguous distinction between good performance and its accompanying reward.Moreover, Extrinsic Motivation (D) has been negatively impacted: Even though the company added the Spot Bonus (= Extrinsic Reward) mechanism, it didn't enhance Employee Motivation because people didn't link good performing actions achieving this type of reward.From the scenario used in the question, it can be concluded that Option A (Effort →) and Option C (→ Valence) doesn't fit.