This theory is based on the premises that an employee will be motivated to put forth a higher level of effort when they know that it will yield high performance and will result in better rewards. In this theory, an individual selecting the behavior is based on the desirability of outcomes. This process involves mental processes regarding choice. This tells us the process of an individual undergoing to make choices. It was first proposed by Victor Vroom of the Yale School of Management. Victor H. Vroom (1964) defines motivation as a process governing choices among alternative forms of voluntary activities, a process controlled by the individual. Individual makes choices based on the expectations of the expected results of a given behavior.
Key Elements of Vroom’s expectancy theory are:
1) Expectancy: efforts -> performance
It is the belief that the effort of an individual will help in achieving the desired performance.
a) Self Efficacy- It is the belief of an individual to perform a certain behavior. They will assess themselves and know whether they have the required skills or not.
Their criticisms of the theory were based upon the expectancy model being too simplistic in nature; these critics started making adjustments to Vroom’s model. Edward Lawler claims that the simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will increase their productivity to obtain the reward. Criticism Of Vroom's Expectancy Theory Of Motivation. 6/29/2019 0 Comments First developed by Yale School of Management professor Victor Vroom in 1964, the expectancy theory of motivation attempts to explain what keeps employees working. Its underlying principle is that employees perform in work situations because they expect to receive a. Some of the critics of the expectancy model were Graen (1969) Lawler (1971), Lawler and Porter (1967), and Porter and Lawler (1968). Their criticisms of the theory were based upon the expectancy model being too simplistic in nature; these critics started making adjustments to Vroom’s model. Edward Lawler claims that the simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will.
b) Goal difficulty- When the goals of the organization are set too high or expectations of the performance, it will result in low expectancy. This occurs when an individual start thinking that the goal is not attainable.
c) Perceived Control- Individual must believe that they have some control over the outcome of a behavior. When they believe that it is out of the control then the motivation level is low.
2) Instrumentality: performance -> outcome
It believes that reward will be received when the performance expectation is achieved. Reward could be anything, increase in salary or promotion etc. Instrumentality is low when same reward is given for all performances. Another way of instrumental outcome work is commission. Commission is directly correlated with the outcome. More the outcome, more the commission.
3) Valence V(R)
Value an individual place on the expected outcome, which is based on their needs, goals or objectives. It is characterized by the extent to which a person values a given outcome. It is not an actual level of satisfaction rather an expected level of satisfaction of a particular outcome.
The valence refers to the value the individual personally places on the rewards. -1 →0→ +1
To attain the positive valence, person must prefer attaining the outcome to not attaining it.
Criticism of Vroom’s Expectancy theory
1) Edward Lawler claims that the simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, employees will increase productivity to obtain the reward. However, this is only possible when if the employee thinks that it is beneficial to their immediate needs.
2) If anyone is transferred to other places due to the promotion and if that place is far away from the resident place then the employee will not be motivated and the result will be other way round.
3) W.F. Maloney and J.M. McFillen found that expectancy theory could explain the motivation of those individuals who were employed by the construction industry. For instance, they used worker expectancy and worker instrumentality. Worker expectancy is when supervisors create an equal match between the worker and their job. Worker instrumentality is when an employee knows that any increase in their performance leads to achieving their goal.
Few important topics related Employee motivation
- Motivation Theories
- Methods of motivating employees
- The Needs Theory
- ERG Theory of Motivation
- Acquired Needs Theory
- The Equity theory of Motivation
- Vroom’s Expectancy Theory
- Thorndike's Reinforcement Theory
- Locke’s Goal Setting Theory
- Self Determination
- Cognitive Evaluation Theory
- Reward Systems & Employee Behavior
Vroom ExpectancyMotivation Theory
Victor vroom has contributed towards understanding the role of motivation in improving employee satisfaction. The theory was proposed in the year 1964 at the Yale School of Management. Vroom has focused on the outcome by mentioning that the intensity of a tendency to perform in a specific manner depends on the intensity of an expectation where the performance is followed by the particular outcome and appeal of the individual outcome. Author has mentioned that the individual motivation towards action determined by an individual perception which is certain type of action result into a particular outcome with personal preferences.
The theory based on the belief that motivation is identified in the specific behavior which results in specific results. It is determined by the desirability of theindividual for the outcome. It is the cognitive process that how individuals process different elements of motivation. In the study of organizational behavior, the assignment writer has to understand the emphasis of need given by the author related to how rewards are perceived by the individual. It is the process of governing choices among alternative forms of voluntary activities. The expected result of the specific behavior leads to a desirable result. Motivation is the outcome of individual expectancy result in intended performance. Instrumentality is to achieving the particular result and desirability of the individual known as valence.
According to the Expectancy theory, employee motivation is the outcome attained from the individual need for reward, belief to increase the efforts for improving performance that is expectancy and belief that is known as an instrumentality, and valance is the importance of where the individual place upon the expected outcome.
Vroom’s expectancy theory assumes that behavior from conscious choices among the alternatives to minimize pain and maximize pleasure. The author has believed that employee performance is based on individual factors such as knowledge, personality, experience, skills, abilities, and experience. There is a relationship between performance, motivation, and efforts. The variables include instrumentality, expectancy, and valence is taken into account.
The model is a multiplier that provides in the form of the equation. All three variables provide high positive values to imply choices of motivational performance. If any variable is zero so the probability of motivated performance is zero.
MOTIVATION = VALENCE x EXPECTANCY x INSTRUMENTALITY
There are three elements behind one element because it is clearly mentioned that the performance-outcome expectancy (P>O expectancy) and effort-performance expectancy (E>P expectancy).
- Valence
Valencedefined as the attraction of an outcome to the employee and perceived value that put on the outcome. It is placed by an individual upon the expected outcome. It is subjective in nature that varies from one person to another. The valence positive if the individual is preferred to attain the outcome. Valence is zero then individual preference is indifferent towards the outcome. Valence is negative if the individual prefers not attaining the outcome. It is the perceived value of the reward.
- Expectancy
It is also known as Effort performance probability. This is the belief of individuals for directing their efforts towards the completion of the task. It is the probability of specific action that is the perception in the mind to attain the outcome. There is an association among performance and efforts. It can be valued between 0 and 1.
- Instrumentality
It is defined as the probabilities attached by the individual for the possible outcomes as the assigned probabilities to various levels of efforts lead to a distinct level of performance. Furthermore, it is the expectation and belief of an individual that their performance results in attaining specific rewards.
Thereare three relationships that are considered by the Victor Vroom theory:
- Performance reward relationship: It is the individual who believes that their employee performance appraisal results in the attainment of organizational objectives.
- Effort performance relationship: The individual efforts recognized by the performance appraisal where the employee performance is measured based on individual efforts.
- Reward personal goals relationship: It is regarding the attractiveness of potential reward by the individual.
Application Of VroomTheory
- The theory can be implemented by managers for correlating the desired outcome with the aim of performance level.
- The manager should ensure that the aimed performance level can be attained by the employees.
- The employees should be rewarded based on their performance attained against the desire parameters.
- The business should design dynamic, challenging and interesting jobs for employees to motivate them for attaining desired objectives.
- There should be the use of various technologies such as personal interviews, questionnaires, and employee feedback systems for retaining motivation among the employees.
The theory supports in determining the motivational factor so that the company can develop strategies for employee motivation. It is one of the most important theories of organizational behavior which is studied by management students to implement it in performing managerial roles effectively. The student has to understand the application of Vroom’s expectancy theory. If you want guidance in understanding Vroom’s expectancy theory then you can get assistance from an online essay writer who can guide appropriately. The management student has to submit the assignment of organizational behavior related to Vroom’s expectancy theory. As an Assignment writer, the students has to develop a clear application of Vroom’s expectancy theory. You can also take help from online assignment writerwho can guide to the relationship between rewards and employee performance.
For example, a financial bonus received by the employees against their performance results in an improvement in employee performance. You can take Essay writing Help from teacher, friend, books, and internet to improve the knowledge related to employee motivation.
The companies should implement a performance management system for monitoring the employee performance so the reward can be given to the employee for attaining performance standards. The managers can also engage the employees by conducting effective training and development that motivate the employees towards the attainment of business objectives.
Advantages Of VroomTheory
- It is based on self-interest for attaining maximum satisfaction and minimizes employee dissatisfaction.
- Theory focus on employee perception and expectation result in considering employee motivation as an important factor of the employee.
- It focused on the rewards system for motivating the employee to attain the desired business objectives.
- The psychological extravagance focused by the individual for attaining employee motivation.
Limitation Of VroomTheory
- Victor Vroom’s theory provides an idealistic situation that provides a high degree of correlation among the reward and performance.
Vroom Expectancy Model
- There is limited application of study that is not directly correlated with employee performance within the organization.
Analysis Of Vroom’s ExpectancyTheory
According to Vroom’s expectancy theory, there are four elements including valence, force, instrumentality, and expectancy. The mathematical equation is (M) = Instrumentality (I) x Expectancy (E) x Valence (V). The theory considers the value of an individual on the estimated outcome. There are various elements that motivate the employees that vary from performance to reward expectancy, person to effort to performance expectancy, and reward valences. There is a correlation between performance and effort. The theory has focused on the level of employee ability by conducting various activities for motivating the employees such as conducting training and development programs, performance management systems, and reward systems.
There is a relationship between job satisfaction and employee performance. According to Vroom’s expectancy theory, the level of performance applies to the desired outcome, the opportunity for promotion, and pay rewards. The companies focusing on the annual bonus calculated based on individual performance. It is also determined by the business performance and target achieved by the company. There are intrinsic and extrinsic factors that need to be considered by the company for motivating the employee towards the attainment of business objectives. The motivated employee is the key to business success.
Vroom's Model Of Expectancy Theory
According to Vroom’s expectancy theory, there is a direct relationship between employee motivation and business success. The employees satisfied with an innovative workplace environment that motivate to provide innovative product and services. Employee rewards associated with employee performance that motivate the employee to attain business objectives. The implementation of the theory is beyond Maslow and Herzberg that can be used by managers for satisfying employee performance. The levels of expectation improve employee motivation. However, the individual is a rationale that makes decisions consciously. It is concluded from the theoretical point of view that the managers can use it for resolving complex employee motivation issues.