DOL Exemplar - Expectancy Theory

Expectancy Theory suggests that motivation depends on three factors: expectancy, instrumentality, and valence. Which of the following correctly defines instrumentality?

• The belief that effort leads to performance.

• The belief that performance will lead to a desired outcome or reward.

• The belief that all employees should receive equal rewards.

• The belief that motivation is entirely based on external incentives.

An employee believes that no matter how hard they work, their boss will never give them a promotion. Which part of Expectancy Theory is failing in this case?

• a) Expectancy

• b) Instrumentality

• c) Valence

• d) Equity

A manager offers a high bonus for employees who meet a challenging sales target. However, employees do not believe they can realistically achieve this goal, so they put in minimal effort. Which part of Expectancy Theory is weak in this scenario?

• Expectancy

• Instrumentality

• Valence

• None, because motivation is entirely personal.

In the context of Expectancy Theory, which of the following strategies can enhance an employee's expectancy?

• Offering a variety of rewards to choose from.

• Clarifying the relationship between performance and rewards.

• Providing training to improve skills necessary for performance.

• Ensuring that rewards are valued by employees.

An employee values a promotion because it offers increased responsibility and aligns with their personal career goals. In Expectancy Theory, this reflects which component?

• Expectancy

• Instrumentality

• Valence

• Equity

An employee consistently puts in extra hours at work because they believe doing so will lead to a higher performance review. This scenario reflects which part of Expectancy Theory?

• Expectancy

• Instrumentality

• Valence

• Equity

Which of the following would most likely reduce an employee’s motivation according to Expectancy Theory?

• Employees believe that their performance will not impact rewards.

• Employees clearly understand the link between performance and incentives.

• Employees have confidence in their ability to achieve set goals.

• Employees value the rewards they are offered.

A company decides to standardize its salary structure so that every employee gets the same pay regardless of performance. Which component of Expectancy Theory is likely weakened?

• a) Expectancy

• b) Instrumentality

• c) Valence

• d) None, as pay consistency motivates employees.

An organization introduces a performance-based bonus system but does not clearly communicate how bonuses are earned. What component of Expectancy Theory is most likely to be affected?

• a) Expectancy

• b) Instrumentality

• c) Valence

• d) None, as performance-based bonuses always motivate employees.

A company offers a large bonus for achieving an extremely difficult goal. Employees, however, feel that the goal is impossible to reach, so they do not increase their effort. Which part of Expectancy Theory is weak in this case?

• a) Expectancy

• b) Instrumentality

• c) Valence

• d) None, because some employees still work hard.