Expantancy theory
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Expectancy theory proposes that individuals are motivated when they believe good performance will result in an desirable outcome. The theory is based on three variables: valence, expectancy, and instrumentality. Valence refers to how much value or importance a person places on a potential outcome. Expectancy is a person's belief that their efforts will lead to good performance. Instrumentality is the belief that good performance will result in the desired outcome. According to the theory, motivation is highest when valence, expectancy, and instrumentality are all high. Additional factors like ability, skills and support from others also impact performance beyond just motivation.
![ “Is
the outcome I get of any value to me?”.
It refers to the emotional orientations which
people hold with respect to outcomes
[rewards]. The depth of the want of an
employee for extrinsic
[money, promotion, free time, benefits] or
intrinsic [satisfaction] rewards.](https://image.slidesharecdn.com/expantancytheorybywaseem-131111082120-phpapp01/85/Expantancy-theory-10-320.jpg)
Expantancy theory
- 3. BY WASEEM M. IBRAHIM MUHAMMAD AQDAS
- 4. Consider a poor performing employee who explains to his boss that he is trying very hard. According to expectancy theory, what factors would contribute to such effort? What additional factors, besides motivation, contribute to task performing?
- 5. Expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management.
- 6. The expectancy theory says that individuals have different sets of goals and can be motivated if they have certain expectations.
- 7. In other words, if people expect a positive and desirable outcome, they will usually work hard to perform at the level expected of them.
- 8. The expectancy theory of motivation suggested by Vroom, unlike Maslow and Herzberg, does not concentrate on needs, but rather focuses on outcomes.
- 9. Vroom’s Expectancy Theory is based upon three variables- Valence Expectancy Instrumentality
- 10. “Is the outcome I get of any value to me?”. It refers to the emotional orientations which people hold with respect to outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, free time, benefits] or intrinsic [satisfaction] rewards.
- 11. “I am able to complete the actions”. Expectancy refers to the strength of a person’s belief about whether or not a particular job performance is attainable.
- 12. The expectancy of performance may be thought of in terms of probabilities ranging from zero (a case of “I can’t do it!”) to 1.0 (“I have no doubt whatsoever that I can do this job!”).
- 13. The belief that “if I complete certain actions then I will achieve the outcome”. In other words, it is the belief that if you perform well that a valued outcome will be received i.e. “if I do a good job, there is something in it for me”.
- 15. Instrumentality may range from a probability of 1.0 (meaning that the attainment of the second outcome, the reward, is certain if the first outcome, excellent job performance, is attained) through zero (meaning there is no likely relationship between the first outcome and the second).
- 16. Motivation = Valence x Expectancy (Instrumentality). This formula can be used to indicate and predict things as: Job satisfaction The likelihood of staying in a job Occupational choice The effort that one might expend at work.
- 24. Money
- 25. Environment
- 26. Self Respect