Porter & Lawler: Expectancy Theory on Steroids

Victor Vroom’s Expectancy Theory of motivation is extremely successful. But Lyman Porter and Edward Lawler found that predict or explain everything about the relationships among the effort we put in, the performance we achieve, and the satisfaction we feel. Porter & Lawler’s Expectancy Model is far more complex, but if you are prepared to spend some time with it, it offers some valuable insights.

Our Vroom video:
Victor Vroom and Expectancy Theory: Process of Model of Motivation
   • What is Victor Vroom's Expectancy The...  

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This video is part of course module number 3.7.2
Program 3: Managing and Leading Individuals
Course 7: Motivation
Section 2: Process Models of Motivation

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LESSON NOTES
Porter & Lawler didn't find a direct cause-and-effect relationship between motivational effort and job performance. They saw a complex relationship between effort, abilities and traits, role perceptions, and performance.

The second key insight was that our sense of job satisfaction is more dependent upon our performance than vice versa.

This led them to craft the complex set of interactions and feedback loops in the diagram.

Porter and Lawler's Perceived Effort-Reward Probability is similar to Vroom’s idea of instrumentality.

Expectancy arises from our perceptions of our abilities and traits, and how they relate to the way we interpret our immediate role.

Vroom’s valence is here the perceived value of rewards – intrinsic and extrinsic.

Satisfaction arises from both the rewards we receive from our performance and our perception of how fair they are. This feeds into the effort we are motivated to apply.

The model is complex – arguably too complex for most managers to use effectively, day-to-day. It also overlooks factors like coercion or job insecurity.

What it tells us is that:
1. Managers should support workers with the training that will enhance their abilities and confidence
2. Effective rewards must link directly and transparently to performance
3. Performance evaluations must be fair and transparent
4. Motivation can be achieved through a range of intrinsic and extrinsic rewards
5. Rewards will only motivated when they are perceived as fair in the context of the work to be done
6. You must set fair and precise role expectations and performance goals


RECOMMENDED EXERCISE
1. Study the model (you can download the diagram at https://www.dropbox.com/s/q7k66a48oha...
Understand how it works and assess it critically. How well does it match your experience? (3 MC CPD Points)
2. How useful is this for you? (1 MC CPD Point)

DOWNLOADS
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- Motivation Graphics Pack: https://managementcourses.gumroad.com... ($2)

RECOMMENDED READING
Get the Kindle eBook that accompanies the course, for just $2.99 (or local equivalent): https://geni.us/dAPQ

For a solid introduction to motivation:
- HBR Guide to Motivating People https://geni.us/sO2IKgn​

The best of modern thinking on motivation, in accessible business books. These are all modern classics:
- Drive: The Surprising Truth About What Motivates Us https://geni.us/uq3EBO​
- Start With Why: How Great Leaders Inspire Everyone To Take Action https://geni.us/vjErAN​
- Lead, Motivate, Engage: How to INSPIRE Your Team to Win at Work https://geni.us/ABkZEx​
- Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smart https://geni.us/E39I​
- Payoff: The Hidden Logic That Shapes Our Motivations https://geni.us/uMaP​
- The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work https://geni.us/tiEkeH​

Management Courses Continuing Professional Development (CPD) Points
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