Question
Customer service staff at Asra receive the National Living Wage (minimum wage) and there are no individual or team bonuses. Using Vroom's Expectancy theory model, what is the problem with rewards motivation at Asra? A. Expectancy B. Outcome C. Valence D. Performance B C A D
Answer
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(166 Votes)
Elizabeth
Master · Tutor for 5 years
Answer
B. Outcome
Explanation
Vroom's Expectancy Theory revolves around three main concepts: Expectancy, Instrumentality (or Outcome), and Valence. - Expectancy is the belief that striving for performance will yield the intended performance; - Outcome refers to the belief that performing at a particular level will lead to a specific outcome (usually a reward); and - Valence represents the value that individuals set on rewards.In Asra, where customer service staff only receive the national minimum wage without any individual or team bonuses, the issue of rewards motivation arises within the context of Vroom's Theory. Here, 'Outcome' or Instrumentality is precisely where the challenge lies. According to Vroom's theory, employees feel motivated to increase performance if they anticipate a meaningful reward, thinking that better performance will bring about a desirable outcome, usually a type of reward. Nonetheless, at Asra, since no additional bonuses are given for improved individual or team performances, the employees might perceive no indication of an attractive outcome for additional effort. This could lead to lower motivation levels, suggesting a problem in the 'outcome' aspect of Vroom's Expectancy theory model.