18.7.8 Porter - Lawler - Expectancy Model: This model is an improvement over the valence.
Exepctancy model.
Porter and Lawler applied this model to the study of the behaviour of managers
and concluded that there exists a complex relationship between job attitudes and job performance.
This theory tried to explore the relationship between motivation, satisfaction and performance. This
can be explained through a diagram.
EFFORTS
PERFORMANCE
REWARDS
EXPECTANCY 1
EXPECTANCY 2
EFFORT WILL LEAD
TO PERFORMANCE
PERFORMANCE WILL BE
REWARDED
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Fig 18.7 Porter and Lawler’s Motivational Model
This theory pointed out that effort does not directly lead to performance, which is a function of three
important factors.
1. One must be motivated if he is willing to perform the assigned task.
2. For this purpose he must have necessary skill and traits.
He must have an accurate knowledge of the job requirements.
(i) Elements of Porter - Lawler Model: Satisfaction and performance are separate variables.
Effort refers to amount of energy exerted by an individual on a given task.
Perceived-reward probability refers to the individuals perception of the probability that different rewards
depend upon differential amount of effort.
Performance: Effort leads to performance but two are not equal.
Rewards are two kinds (i) Intrinsic rewards - such as a sense of self-actualisation and (ii) Extrinsic
rewards. Such as working conditions and status.
Satisfaction is derived from the extent to which the actual award falls short or meets or exceeds the
perceived reward.
Ability
Preceived
Equitable
Rewards
Efforts
Perceived
Effort - reward
Probability
Value of
Reward
Extrinsic
Rewards
Satisfaction
Intrinsic
Rewards
Performance
Accomplishment
Role of
Perception
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