Dr. Vroom 's Expectancy Theory

As a result of looking at the employees’ strengths, she was able to give them tasks that would help for an effective and efficient outcome. She also explained that it is important to give non-managerial employees a chance if they make a mistake. It is crucial for an employee to not only know what they did wrong, but how they can change to fix the problem and learn from it. An employee needs to be able to identify why something went wrong and be able to change their behavior. It is very important for employees to be able to correct mistakes and learn on the fly.

Expectancy Theory is a mental form of motivation. It is based how employee makes their decisions and why they are motivated to perform the task. It identifies the motivational force behind the decision (Van Eerde & Thierry, 1996). Motivation is predetermined before an employee will complete an assignment (Kopp, 2014). The components that contribute an employee’s motivation are a positive link between their effort and performance; the performance leads to the reward and the reward satisfies an important need of the employee (Kopp, 2014). Vroom’s Expectancy Theory is based on three components these are Valence, Expectancy, and Instrumentality. These components are directly linked to

The Vroom Expectancy Theory (VET) is a social behavioral theory which is made up of several concepts with the “promise to

Our society and culture have, over time, carved out specific gender roles that provide a certain identity for us from a very young age. It influences what is expected and accepted by girls and women, or boys and men. How you are raised, and how you are conditioned by society may contribute to your perception of these roles and how you do or do not function within them. I will use this image to discuss the expectations (physical and behavioral) of girls and how it affects them later in life.

These challenges may affect the performance and the success of career of an employee. When employees experienced

Business productivity has been a focus of many studies over the past few decades as businesses strive to continuously improve and become more efficient. One of the key concepts behind productivity is utilising one of the main resources, people, in the best ways possible. Organisations have to analyse employees‘ behaviour to be able to ensure that they are working effectively and this can be done through focusing on their motivation. Motivation aims to explore the reasoning behind people’s behaviour and the factors that affect them to stay committed and passionate about their job. There are many theories that investigate motivation, however, I will focus on Vroom‘s Expectancy Theory in this essay to critically evaluate the following statement: A job will only be motivating if it leads to rewards that the individual values.

The second theory that I am looking at is the Mayo theory of motivation, this theory which was created by Elton Mayo was started by

Each person could be motivated by different things. Therefore, matching rewards with every employee’s expectation needs to be realized as Williams (2002) suggested. Moreover, factors that motivate employees really well in one level might de-motivate or create dissatisfactions in other levels. Consequently, to realize the real motivator of each employee, organizations

Valence; the importance one places on the expected outcome is called valence. A good example of valence is that if an individual is motivated by money; he must not value other offers requiring time offs.

Sam Houston State University ________________________________________________________________________ ABSTRACT Vroom’s expectancy theory differs from the content theories of Maslow, Alderfer, Herzberg, and McClelland in that Vroom’s expectancy theory does not provide specific suggestions on what motivates organization members. Instead, Vroom’s theory provides a process of cognitive variables that reflects individual differences in work motivation. From a management standpoint, the expectancy theory has some important implications for motivating employees.

The expectancy theory of motivation is suggested by Victor Vroom. Unlike Maslow and Herzberg, Vroom does not concentrate on needs, but rather focuses on outcomes.

My theory of motivation is that, as humans, we are motivated from sociocultural influences affecting our behavior to belong within our culture through external input from parents and peers, experiences, and media exposure, as it pertains to acceptance of ourselves. This theory has been formulated through a combination of college course work and from personal observations of people within my life. When I was in my social psychology class at Seton Hill University it opened up a new way of thinking about how big an influence society can affect our motivational goals and aspirations. Societal influences can force us to change our motivational path of careers, friendships, relationships, and many other aspects of life. Lets say your friends are focusing on graduation and advancing to masters degree programs, because of the social influence of your friends looking into graduate schools you would be more motivated to pursue acceptance of graduate school. The same applies, for this example with no additional societal influence, if your friends were to have no desire of continuing on to college after high school. You are motivated because of others surrounding your current status within the universe. As for our experiences influencing our motivation, I have learned from my classes that we generally do not want negative behaviors and outcomes. So if we do not want negative outcomes, it will motivate us to avoid or change the negative

A major factor behind employees not being able to do justice to their potential might be the lack of direction they have to cope with.

Everybody wants to be productive, but getting enough motivation to work can sometimes seem impossible. Social scientists have studied aspects of workplace enthusiasm for decades, attempting to discover what drives human behavior, how and why. Therefore, dozens of principles of motivation and theories have been tested and proposed over the years. One of those theories is Victor Vroom’s expectancy theory.

The first theory I selected was expectancy theory. Expectancy theory is a motivational theory describing the cognitive processes individuals engage in when faced with several voluntary responses (Vroom, 1964). The theory suggests that an individual’s motivation will be based on their perception of the likelihood that their effort will lead to successful performance of a task (expectancy); a high level of performance will result in a desired outcome (instrumentality); and, how much the individual wants, or values, the identified outcome (valence; Mahmoud & House, 1974; Vroom, 1964).