LET1 - Task 1A. Expectancy Theory of MotivationsComponent 1: Effort-Performance Relationship. The employee will be motivated if he or she is confident that his or her efforts will produce the performance standards established by management. Component 2: Performance-reward relationship. The employee associates performance appraisal with increased rewards. Motivation is based on the perception that their increased efforts will lead to a desired outcome that may not be explicitly stated by the employer. For example, an employee may assume that working overtime will lead to a promotion; their desired outcome. Component 3: Rewards-personal goals relationship. According to this theory, employees will not even consider putting in increased effort if the rewards offered by the employer do not match their own personal aspirations. Expectancy theory can be summarized as follows: an employee will increase his or her efforts at work to improve his or her performance rating in order to obtain rewards that will satisfy his or her own personal goals. The effort made must support an attractive end goal for ...