One of the reasons that make Pay$-$for$-$Performance $($PFP$)$ plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy$/$Instrumentality Theory, this is due to:

One of the reasons that make Pay$-$for$-$Performance $($PFP$)$ plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy$/$Instrumentality Theory, this is due to:

Weak instrumentality link

Misalignment between rewarded performance and organizational goals

Low valence

Weak expectancy link