Predicting Harry’s Work Effort

Predicting Harry’s Work Effort

Use the expectancy theory model to predict Harry’s motivation to achieve high or “just acceptable” performance in his job.

 Harry is motivated to work when he gets a promotion or a steady job. Motivation is the desire and energy a person needs to achieve a goal. In the case of predicting Harry’s workload in particular, we can easily see that regardless of the promotion or promotion he gets for his great job, he wants the job.

E-to-P Expectancy: Harry tells the interviewer he needs to be contacted. He said he did not want his friends to laugh at him because his game was based on it. He also works hard to create a good image for others without being noticed or showing off his skills. He also expressed his need for success: Job security is the most important thing he wants in his workplace. Promoting the company’s position is essential for him, but upgrading is more critical. This is one of the main motivations to help one try harder and get better results because he thinks advertising makes a person’s efforts more valuable, and your efforts are recognized.

P-to-O Expectancy: he does not want to make fun of his coworkers. He does not wish to work too hard or perform well against coworkers. In addition, one can be sure that their work will be safe regardless of whether it is performed (e.g., high or acceptable performance) ( Eccles & Wigfield, 2020). Because of his regular job, he has great potential for work and talent. He assumes that the chances of getting great results with a lot of effort are about 90%. Conversely, if a person works harder, the chance of getting a decent job is always 80%

Outcome valences are associated with the satisfaction or dissatisfaction expected from a person with the outcome ( Eccles & Wigfield, 2020). According to Harry, the raise is 0.5; the promotion is more critical to 0.7; and maybe make his friends laugh -9. These are all factors he thinks can positively or negatively affect their job. In addition, if a person can guarantee his career, they will do better.

Identify and discuss the factors that influence this motivation.

 Many factors influence Harry’s motivations. It includes advantages and disadvantages related to its operation.

First, one crucial factor negatively affects your performance. In particular, he does not want to attract attention because he thinks his colleagues will laugh at him. However, it can directly affect job performance. This is why one wants to get his job done quickly to be acceptable. Many jobs do not require high qualifications. The situation is aggravated by the fact that many employees perform work that does not correspond to their interests and do not have the opportunity to show initiative and influence the quality of products (Hartati, 2020). The unsatisfactory organization of labour, and the need to perform work that does not correspond to qualifications, hurt the component of labour motivation, which encourages improving professional skills (Wijayanti, Sayekti, & Pratita, 2020).

There are also positive factors that will significantly impact your performance. The main factor is the wage increase; the value is 1.5% for him. Another critical factor is funding. In terms of Harry’s job satisfaction, the promotion is between 0.7 and 0.1, which enhances the level of satisfaction. Passion for work reflects employee satisfaction with the content of his career and simultaneously affects satisfaction with conditions (Wijayanti, Sayekti, & Pratita, 2020). Here, an almost direct connection between the content of labour and its psychophysiological disorders is manifested. Therefore, the passion for work removes the negative attitude towards unfavourable working conditions.

References

Eccles, J. S., & Wigfield, A. (2020). From expectancy-value theory to situated expectancy-value theory: A developmental, social cognitive, and sociocultural perspective on motivation. Contemporary Educational Psychology, 61, 101859.

Hartati, T. (2020). Analysis of Influence of Motivation, Competence, Compensation toward Performance of Employee. Budapest International Research and Critics Institute (BIRCI-

Journal): Humanities and Social Sciences, 3(2), 1031-1038.

Wijayanti, L. E., Sayekti, F., & Pratita, D. (2020). THE INFLUENCE OF MOTIVATION, DISCIPLINE AND WORK EXPERIENCE ON EMPLOYEE PERFORMANCE WITH WORK ENVIRONMENT AS A MODERATION VARIABLE (A Case Study of Asn in Yogyakarta Province). Dinasti International Journal of Education Management And Social Science, 1(4), 560-571

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Predicting Harry’s Work Effort

Predicting Harry’s Work Effort.
Purpose: This case is designed to help you understand the expectancy theory and how its elements affect a person’s level of effort toward job performance.
Read and answer the questions.