Victor Vroom developed the expectancy theory of motivation which states that individuals will be motivated to take actions that they believe will lead to desirable rewards. The theory proposes that motivation is influenced by three factors: Expectancy (belief that effort will lead to performance), Instrumentality (belief that performance will lead to rewards), and Valence (value placed on the rewards). According to Vroom's theory, individuals will be motivated to take actions that they believe have the highest probability of resulting in valuable rewards.
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Victor Vroom developed the expectancy theory of motivation which states that individuals will be motivated to take actions that they believe will lead to desirable rewards. The theory proposes that motivation is influenced by three factors: Expectancy (belief that effort will lead to performance), Instrumentality (belief that performance will lead to rewards), and Valence (value placed on the rewards). According to Vroom's theory, individuals will be motivated to take actions that they believe have the highest probability of resulting in valuable rewards.
Victor Vroom developed the expectancy theory of motivation which states that individuals will be motivated to take actions that they believe will lead to desirable rewards. The theory proposes that motivation is influenced by three factors: Expectancy (belief that effort will lead to performance), Instrumentality (belief that performance will lead to rewards), and Valence (value placed on the rewards). According to Vroom's theory, individuals will be motivated to take actions that they believe have the highest probability of resulting in valuable rewards.
Copyright:
Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online from Scribd
Victor Vroom developed the expectancy theory of motivation which states that individuals will be motivated to take actions that they believe will lead to desirable rewards. The theory proposes that motivation is influenced by three factors: Expectancy (belief that effort will lead to performance), Instrumentality (belief that performance will lead to rewards), and Valence (value placed on the rewards). According to Vroom's theory, individuals will be motivated to take actions that they believe have the highest probability of resulting in valuable rewards.
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Victor Vroom
“Expectancy theory of motivation”
Who is he ?
• Victor Vroom was born on 9
August, 1932 in Montreal, Canada. He is a business school professor at the Yale School of Management. • Professor Vroom is renowned for his work on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership. Key elements of the “Expectancy theory of motivaton” • maximize pleasure and minimize pain • Expectancy (E), Instrumentality (I), and Valence (V). • pursue the level that generates the greatest reward for him or her. The Theory • This theory deals with motivation and management. It assumes that behavior results from conscious choices whose purpose is to maximize pleasure and minimize pain. Vroom realized that an employee’s performance is based on individuals factors such as personality, skills, knowledge, experience and abilities. • According to this theory the individuals have a different sets of goals and can be motivated with different factors. Motivation factors • There is positive correlation between effort and performance. • Favorable performance will result in a desirable reward. • The reward will satisfy an important need. • The desire to satisfy the need is strong enough to make the effort worthwhile. Expectancy • refers to the strength of a person's belief about whether or not a particular job performance is attainable. Assuming all other things are equal, an employee will be motivated to try a task, if he or she believes that it can be done. • the level of confidence in the skills required for the task. • the availability of pertinent information. • amount of support that may be expected from superiors and subordinates. Instrumentality: • If an employee believes that a high level of performance will be instrumental for the acquisition of outcomes which may be gratifying, then the employee will place a high value on performing well. • For management to ensure high levels of performance, it must tie desired outcomes (positive valence) to high performance, and ensure that the connection is communicated to employees. Valence • This term refers to the emotional orientations people hold with respect to outcomes (rewards). An outcome is positively valent if an employee would prefer having it to not having it. An outcome that the employee would rather avoid ( fatigue, stress, noise, layoffs) is negatively valent. Valences refer to the level of satisfaction people expect to get from the outcome. Conclusion • Every worker need and has to have objectives. • This objectives should be base on the (E), (I) and (V). • Every objective will be different for every worker.