EXPECTANCY
Do you expect that putting in effort will help you perform better? Employee expectancy is higher when people are skilled for their job and have the required resources and support available to allow them to work effectively.
INSTRUMENTALITY
Do you believe good performance will actually lead to outcomes/reinforcement? This comes down to the level of trust people have for management, or whoever is able to provide rewards. Transparency in the reward process also improves this. For example, does a promotion application involve a set of criteria that need to be met, or does this just involve a casual chat with the boss?
VALENCE
Do you find the reinforcement valuable? This comes down to whether someone actually wants the reinforcement. Think back to the podcast on Organisational Behaviour Management (OBM) when Susan Petrie discussed the importance of considering individual differences when determining rewards. There is no point providing an incentive (say lunch with the boss), if this is not appealing to a particular staff member.
