Question

1. How might the different expectancies of two people about what constitutes performing at a high level affect those situations where these two people are put on the same team?
2. In future, you will complete some team-based activities. How can you communicate expectancies for strong team performance?

I don't accept own storytelling please in answer in professional way.

Answer 1

a) Performance of every individual in every situation is based upon expectations related to the rewards that can be derived through performance at a specific level and achievement of certain goals. The perceived value within rewards and difference in preference of goals to be achieved along with selection of the most preferable option for achieving the goal can vary extensively for individuals with similar capabilities and competencies. The perception that a specific effort and performance for achievement of a related goal by utilising the most desirable procedure for the individual will provide the desired reward is the main cause for motivation for every individual as described within the expectancy theory of motivation by Edward c tolman and further by victor h vroom. The desire to satisfy the need for achievement true favourable performance provides the motivation and makes the effort attractive.

This interrelation between level of effort for achievement of required performance to avail rewards which are valuable allows for differences to arise in all the three major factors of effort required performance and outcome. The effort is decided by self concept and self efficacy and largely dependent upon the various traits competencies and values of every individual. This expectancy results in differences in opinion between two people with high level performance required to achieve the same goal having different opinions on the man or the goal is to be achieved the level of performance required and the value of the reward. Even on the same team two individuals may depict individual preferences of goals and the manner in which they need to be achieved. To ensure that the outcome of the team is not negatively impacted due to two individuals working at cross purposes it is important that motivational forces be balanced through self regulation elements such a self control, self efficacy types of goals and orientation towards the goals. This will serve to minimise impact of personality and emotions to be able to accept viewpoints and opinions of others within the team and adequately modify personal opinions and goals and adapt to what would be optimal for the team.

b) Expectancy strong team performance requires clay identification of the effort with the performance so as to clarify the level of effort required for the given profile along with the performance expected to be generated which can subsequently lead to fulfillment of a certain team goal. It is essential that the performance standard of benchmark be clearly established for it to translate successfully into required effort for every individual along with providing a clear performance goal required to be achieved for driving satisfaction and the sense of achievement related to performance in alignment with the goal. It is important to communicate clearly what are the required efforts and how will it impact the performance output. For example if an individual puts in an extra power of work by sacrificing the lunch hour will it lead to substantial improvement in performance. this is the reason that it is essential the relationship between the effort and the performance be clearly outline by defining clearly the parameters which are important for improvement of performance. For example for a telemarketing executive it would be advisable to inform them that greater the number of calls provides better chances of making more sales but it is a gain controlled by the quality of the calls with communication skills and interpersonal skills having a major impact on ability to convince the customer to close a sale. Until and unless the relationship between communication skills and empathy as a major interpersonal skills for telemarketing be explained an individual may assume that making a large number of calls will lead to better performance which were not truly happen as the constituent qualities required for the effort were not understood. Hence, to communicate expectancies for strong team performance the competencies required for every performance goal needs to be broken down into specific behavioral indicators to provide clear information on required core competencies for achievement of the given performance goals along with the manner in which improvement in effort through these indicators can optimise performance and subsequently rewards.