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4 views3 pages

Pom

Uploaded by

jastrime
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as ODT, PDF, TXT or read online on Scribd
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Victor Vroom’s Expectancy Theory of Motivation

Overview
 Definition: Expectancy Theory explains how individuals are motivated
based on their expectations of outcomes and the attractiveness of those
outcomes.
 Support: While the theory has critics, most research supports it as a valid
framework for understanding employee motivation.

Three Key Variables

1. Expectancy (Effort–Performance Linkage)


 Belief that effort leads to specific performance levels.
 The more confident, the more motivated.

2. Instrumentality (Performance–Reward Linkage)


 Belief that performance leads to rewards.
 Motivation increases if employees see a clear reward for performance.

3. Valence (Attractiveness of Reward)


 Importance of the reward to the individual.
 More valued rewards lead to higher motivation.

Real-World Example
 Sales rep works hard to exceed targets for a valued reward (corporate jet).
 Clear performance-reward linkage motivates effort.

Practical Applications for Managers


1. Understand Individual Goals
 Different rewards motivate different employees (e.g., salary, promotions,
recognition).

2. Clear Effort-Performance Expectations


 Employees should know what effort is required for desired performance.

3. Clarify Reward Linkage


 Clearly connect performance with rewards to boost motivation.

4. Align Rewards with Employee Values


 Ensure rewards match what employees value (e.g., bonuses vs. time off).

5. Foster Motivation through Transparency


- Ensure employees understand expected behaviors, evaluations, and rewards.

Core Points

 Perceptions Matter More than Reality


 Motivation depends on perceptions of effort, performance, and rewards.

 Tailor Motivation to Individual Values


 No universal motivator; align rewards with personal goals.
 Clarify Expected Behaviors
 Ensure employees know what is expected and how they’ll be evaluated.

 Focus on Reward Alignment


 A reward should match employees' personal goals and needs.

Additional Insights
 No Universal Principle: Motivation is personal, managers need to
understand individual views on rewards.
 Behavior Expectations: Clear communication of expectations and
evaluation criteria is key.

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