Final answer:
Edward's situation reveals a low expectancy level, which according to Expectancy Theory of Motivation, influences his anticipation of rewards and motivation. Despite this, intrinsic motivation and self-efficacy can also play key roles in an individual’s drive to perform tasks.
Step-by-step explanation:
Edward's lack of expectation of being rewarded at Holmes Community Credit Union reveals a low level of expectancy, which is one aspect of the Expectancy Theory of Motivation. This theory suggests that an employee’s motivation is influenced by the belief that their efforts will lead to good performance and that good performance will be followed by a desirable reward.
In Edward's case, the absence of recognition and reward for his good work diminishes his expectancy that effort will lead to rewards. This can reduce his motivation to go above and beyond in his job since he does not anticipate any additional outcomes despite his high performance.
A crucial element to consider, as suggested by Shepperd and Taylor (1999), is that motivation can also be driven by intrinsic factors, such as personal satisfaction and achievement. Moreover, the functional perspective, including the Davis-Moore thesis, implies that certain roles within the economy are rewarded differently based on their skill and necessity, which facilitates efficiency and encourages individuals to aspire for higher qualifications and contributions to the economy.
However, without the expectation of external rewards, Edward might base his motivations on intrinsic factors. Self-efficacy also plays a role here—Edward may need to believe in his capability to attain rewards or recognize his work to feel motivated.
In conclusion, Edward’s situation can be analyzed using various aspects of motivational theories including expectancy, intrinsic motivation, self-efficacy, and the functional perspective on the economy and the distribution of rewards in society.