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Performance Evaluation In The Process Of Motivation: An Application Of Expectancy Theory

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2001 Annual Conference


Albuquerque, New Mexico

Publication Date

June 24, 2001

Start Date

June 24, 2001

End Date

June 27, 2001



Page Count


Page Numbers

6.780.1 - 6.780.4

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Cynthia Tomovic

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NOTE: The first page of text has been automatically extracted and included below in lieu of an abstract

Session 3242

Performance Evaluation in the Process of Motivation: An Application of Expectancy Theory Cynthia L. Tomovic Purdue University


Just because employees have the ability to do a good job does not mean that they will perform satisfactorily. Effective performance is a function of an employee’s willingness to exert high energy levels—their motivation. The purpose of this paper is to briefly present how a performance evaluation system can impact the motivational process. Specifically, the impact of performance evaluation systems is discussed in terms of needing to manage the links between effort and performance and performance to rewards as defined in the expectancy theory of motivation.

I. Introduction

Employees need to feel confident that if they exert effort within their capabilities that it will result in a better performance as defined by the criteria used to measure their performance. In addition, employees must feel confident that if they perform as being asked, the reward that follows will be of value to them personally. If people do not see that effort leads to performance, and that performance leads to valued rewards, the potential motivational aspects of conducting a performance evaluation are lost. While the logic of the above statement may seem simple enough, the execution is difficult. In this paper, performance evaluation is discussed in terms of its role in the motivation process and examples of typically encountered problems are shared.

II. Expectancy Theory

Today, expectancy theory 1 is one of the most widely accepted explanations of motivation. After almost forty years since its introduction, evidence suggests that, overall, expectancy theory works 2.

Essentially, expectancy theory focuses on three relationships.

Expectancy Theory

Individual Individual Organizational Personal Effort Performance Rewards Goals

R1 R2 R3

Proceedings of the 2001 American Society for Engineering Education Annual Conference & Exposition Copyright © 2001, American Society for Engineering Education

Tomovic, C. (2001, June), Performance Evaluation In The Process Of Motivation: An Application Of Expectancy Theory Paper presented at 2001 Annual Conference, Albuquerque, New Mexico.

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