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Expectancy Theory

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1. Outcome expectancy is the belief a person has when they complete the task, a desired outcome is achieved. Self-efficacy has a direct impact on outcome expectancy, the value an individual place on the rewards of an outcome, which bases on their goals, requirement, value and source of motivation, significant factors include one’s value, needs, goals, that reinforce their motivation for a particular outcome. value is characterized by the extent to which a person values a given outcome, this is not an actual level of satisfaction rather the expected satisfaction of a particular outcome. in order to, for the value to be positive, the person must prefer managing the outcome to not realizing it. Like an example, Employee will accept dress code during work if they believe the dress code is benefit to them, if an employee is mandated to use the dress code, the employee will use it but may feel it is not useful. As per my experiences, I have seen my last company, we had casual dress code on Saturdays, because its weekend time and no more work pressure, people feel free and enjoyed weekends, but they normally do well perform in weekdays, put their best effort into work and get achieve the requirement of organization, now company mandate dress code on weekends, so its like burden to people, we all think some time it is not useful, so it may effect on value of company. In this case managers should try do things which has values, as employee of company we make effort to perform well, when our performance meet the expectation, our performance is awarded and outcome goes towards value, value is anticipated satisfaction and dissatisfaction that individual feel towards an outcome, to increase the expected value of rewards resulting from desired includes, distribute rewards that employees value and individualize rewards, it is confusing to believe that all employees desire the same rewards. Some of employee may value a promotion or a wage rise, whereas others may



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