Vroom’s Expectancy Theory
His study of
psychology has shed light on how people behave in the workplace, particularly
when it comes to motivation, leadership and decision-making. It works on the assumption that people
will choose to maximize pleasure and minimize pain. This means that people will
behave in a way those results in the best outcome or reward. (Channell,M.
(2021)
The theory is dependent on the idea
that the more an employee values the outcome, the more motivated they will be
to achieve it. The more effort they put in to succeed, the more certain they
are of getting that satisfying reward. (Channell,M. (2021).
The theory is based upon the following beliefs:
Valence
Valence refers to the
propensity to which individuals desire specific rewards (Vroom, 1964).
Thus, individual preferences are diverse and based on the value they place on
the rewards they perceive to obtain from engaging in particular behaviors.
These may range from increased salary, improved relationship, or job
satisfaction. Valence is positive when individuals have strong preference for
the perceived rewards; thus, they exert more effort in achieving the outcomes
that are associated with these rewards (Vroom, 1964).
Expectancy
Expectancy refers to the
likelihood that effort will result in high-performance outcomes. Individuals
exert more effort if the probability of achieving a particular performance goal
is high (Vroom, 1964). Conversely, when the likelihood of achieving
performance goals is low, individuals are not motivated to expend effort in
achieving unlikely goals (Vroom, 1964). Low expectancy is usually common
with tasks where the individual has little or no expertise. Expectancy
emphasizes the extent to which a belief in the ability to achieve a desired
result inspires involvement in context-appropriate behavior (Isaac et
al., 2001).
Instrumentality
Instrumentality
refers to the belief that good performance will result in a certain work
outcome. Individuals expend more effort to achieve goals when expectations for
the desired rewards are high. For example, the effort put into achieving a
particular performance level should correspond to a salary increase for an
individual who expects to receive increased monetary compensation for engaging
in that behavior (Vroom, 1964). Conversely, individuals who expect increased salaries are
not inspired to expend much effort in achieving organizational goals where
there are no expectations of increased monetary compensation.
Figure 4 - uploaded by Melwin Joy, M
Advantages
of Expectancy Theory
Ø
Focuses on Outcome
The
first and foremost advantage of the expectancy theory of motivation is that it
focuses on the outcome which an individual expects while working rather than
focusing on basic needs
Ø
Motivates Employees
Another advantage of this
theory is that it helps in motivating employees because when employees know
that the company is supporting their expectations then they will work hard with
honesty leading to the achievement of the objective by the Organization.
Ø
Identification of Future
Leaders
Helps the Organization in segregating between
employees having high expectations from employees having low expectations and
the organization has to identify potential leaders or managers from employees
having high expectations while ignoring the employee having low expectations.
Disadvantages
of Expectancy Theory
Ø
Difference in Expectations
The
biggest disadvantage of this theory is that expectations of all employees
cannot be same and while come expectations can be met but to think that
expectations of all employees will be met is not possible which makes theory
impractical.
Ø
Organization’s Goal is
Sidelined
An individual’s expectations and goals are
given importance but it results in the organization’s goal and expectations
being sidelined which can be disastrous for any organization very existence of
the organization can be in jeopardy if the organization keeps thinking about
employees only.
Ø
Complex Process
Every human
is different which in turn leads to their expectations being also different and
hence this theory makes it complicated for the organization to satisfy and meet
the expectations of every employee of the organization.
List
of References
o
Channell,
M. (2021) Vroom’s Expectancy Theory: How To Motivate Staff And Increase
Performance. https://www.tsw.co.uk/blog/leadership-and-management/vrooms-expectancy-theory/#:~:text=According%20to%20Vroom's%20Expectancy%20Theory,of%20the%20bonus%20(Expectancy)
o
Isaac R. G., Zerbe W. J., Pitt D. C. (2001).
Leadership and motivation: The effective application of expectancy theory. Journal of Managerial Issues, 13(2), 212–226.
o
LetsLearnFinance, (2021) Expectancy Theory
Advantages and Disadvantages
https://www.letslearnfinance.com/expectancy-theory-advantages-and-disadvantages.html
Good post Shermila and adding furthermore, Vroom (1964) uses the following formula in order to calculate the level of motivation: M = (E) x (I) x (V) E is the abbreviation of expectancy, I stand for instrumentality, and V is the shortening for valance. These three variables are multiplied together to determine motivation (Vroom, 1995). Expectancy is the perceived relation between effort and performance and refers to the strength of a person’s belief about whether or not a particular job performance is attainable. Bergman and Scarpello (2001) state that an individual usually only focuses on one expectancy value. The best way to establish expectancy is throughout feedback (Muchinsky, 1993).
ReplyDeleteHi Malshani Agreed what you mentioned, Hussey (2007) in his book the expectation theory provides a mechanism for finding motivation through some kind of calculation. It is based on employee common sense psychology and says that when their actions lead to the achievement of expected results, they are motivated to act.
DeleteGood content Shermila. In addition, according to Vroom’s Expectancy Theory (1964), three perceptions (valence, instrumentality, and expectancy) can separately influence an individual’s motivation, but when combined, these perceptions can have a powerful effect.
ReplyDeleteAgreed with you Kadeepan, Employee performance variation due to a change in the organisational procedures or processes can only be guessed without this equation (Suciu, et al., 2013). Moreover applying this theory combined, a manger can focus on negative trends on employee performance and plan remedy actions to turn around the tables.
DeleteNice work Shermila. The Vroom's expectancy theory summarizes that motivation and performance are influenced by the perceived link between effort and performance, Outcome and the significance. (Michael Armstrong, 2006). In simple terms if employees value the rewards they expect to achieve and believe that the organizations environment motivates to realize it through there own efforts then expectations and incentives will motivate the employees for a better outcome. ( William J. Rothwell, 2005)
ReplyDeleteHi Zameeha , Thank you for your comment , agreed with you this theory recognizes as more realistic than Maslow and Herzberg approaches.Since it explains many of the phenomenon related to employee efforts, work performance, employee motivation. Also leaders can understands the subjective differences that cause differences in motivation of different individuals (Parijat and Parijat,2014).
DeleteGood post Shermila and adding furthermore, the Expectancy theory is based on four assumptions. One assumption is that people join organizations with expectations about their needs, motivations, and past experiences. These influence how individuals react to the organization. A second assumption is that an individual’s behavior is a result of conscious choice. (Vroom, 1964)
ReplyDeleteHi Manomi, Thank you for commenting agreed with what you have mentioned, this theory gives the freedom of adjusting the variables according to a give situation (Parijat and Bagga, 2014). Hence this theory can be considered as universal.
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