Let1 Task 1

Organization Behavior and Leadership - The Expectancy Theory of Motivation

The Expectancy Theory from Victor Vroom is a widely accepted theory of motivation that offers an explanation of how and why individuals may make a decision. Vroom’s theory states people have various goals and are able to be motivated should they believe the following:

* In there is a positive interconnection between their efforts and their performance,

* An exceptional performance results in a gratifying reward,

* The reward will meet a significant need,

* The ambition to satisfy the need is great enough for the effort to be worthwhile.

Vroom’s theory consists of the three beliefs below:

1) Valence – This is in regard to the emotional bearings people hold in conjunction to rewards. The intensity of the desire of an employee for superficial (pay raise/bonus, benefits, time-off, promotion) or inherent (satisfaction) rewards. Management should determine what their employees might value.

2) Expectancy – Employees have different notions and levels of confidence about their own capabilities. Management should determine what supervision, training, or resources their employees might need.

3) Instrumentality – An employee’s perception of whether or not they will actually receive what they desire despite a manager’s promise to deliver. Management ought make certain that promises are realized and employees are aware of the management’s doing so.

Vroom has suggested that the employee’s beliefs about Expectancy, Instrumentality, and Valence collaborate psychologically to forge a motivational force in which the employee may act in a way that brings about pleasure and avoids pain. This force can be ‘calculated’ with the following formula: Motivation=Valance x Expectancy (Instrumentality). This formula can be used to indicate and predict such things as occupational choice, one’s job satisfaction, the probability of continuing in a job, and the discipline...