Professor Vroom is an authority on the psychological analysis of behavior in organizations, particularly on leadership and decision making. His 1964 book, Work and Motivation, is regarded as landmark in that field, and his books dealing with leadership, Leadership and Decision Making and The New Leadership, are widely cited as breakthroughs in the study of organizational behavior.Employee motivation is one of the leading factors in determining job performance. As employees continue to work more and more job hours, they begin to lose the motivation and the drive which keeps them from staying with their companies. Because this occurrence is inevitable, managers figure out ways to increase motivation to retain as many employees as possible. Managers go through the task of creating incentives, giving positive performance appraisals, and even creating competition amongst the workers in the organization.

As Strauss (2013) mentions in his article, “A manager needs to understand that though those perks are great and release burdens from employees’ shoulders, they are not a substitute for prime sources of professional inspiration.” (para. Employees with positive valence will be happy to receive wage increases or even tangible rewards.In the study oforganizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. The theory has a strong correlation between employee performance and motivation because employees will always assume that because they perform in a type of manner, they will always receive some type of reward or recognition with it. Vroom breaks down the theory into three key components, which include expectancy, instrumentality, and valence (Scholl, 2002). Most of the time, employees have a tendency to perform well because they have the conscious thought that their end-performance will be valued or will have some sort of significance. This ties in to Vroom’s concept of employee expectancy.

As an individual recognizes a need, they will more than likely employ an action to satisfy that need.Based on Victor HVrooms Expectancy Theory. The Vroom Expectancy Theory of Motivation The Vroom Expectancy Theory is based on the premise that felt needs cause human behavior and that motivation strength depends on an individuals degree of desire to perform a behavior (Certo & Certo, 2008). The Vroom Expectancy Theory of Motivation.

Vroom’s model is built around the concept of valence, expectancy and force. The majority of the evidence that has been.In a sense, this is a modern expression of what Martin Luther observed centuries ago when he said, “Everything that is done in the world is done in hope.” Vroom’s theory is that people’s motivation toward doing anything will be determined by the value they place on the confidence they have that their efforts will materially aid in achieving a goal.In other words, Vroom makes the point that motivation is a product of the anticipated worth that an individual places on a goal and the chance he or she sees of achieving that goal. There are dozens of theories that exist but one of the most widely accepted is Victor Vrooms expectancy theory. Correlations referring to predic- tions with the models and the single components-valence, instrumentality, and expec- tancy-were included in relation to 5 types of criterion. Vrooms (1964) original expectancy models and work-related criteria. He holds that people will be motivated to do things to reach a goal if they believe in the worth of that goal and if they can see that what they do will help them in achieving it.Wendelien Van Eerde University of Amsterdam Henk Thierry University of Tilburg This meta-analysis integrates the correlations of 77 studies on V.

These include value, incentive, attitude and expected utility.Before, an individual decides to perform a task, he first looks at the various outcomes associated with it. In his own terms Vroom’s theory may be stated asValency means degree of desirability or preferences for various outcomes or incentives which are available to him. Vroom’s concept of force is equivalent to motivation and is again equivalent to the product of valence and expectancy.

According to Vroom an individual would be motivated to give superior performance in order to get promoted. The superior performance is instrumental in obtaining promotion. An individual gets promotion in the organization if his performance is superior to others.Thus the first level outcome is superior and the second level outcome is promotion. It is just like promotion. In other words valency is the strength of an individual’s desire for a particular outcome and it is the subjective value attached to an incentive or reward.

It refers to the person’s perception of the relationship between high performance and promotion. Instrumentality.Instrumentality is the outcome of individuals for each level of job performance. Hence motivation of people depend upon the high expectancy like valence.And Expectancy = Efforts to First Level Outcomes. On the other hand if he is confident that the task will be completed and he will achieve the desired performance level, the expectancy value assigned is 1.Thus, the expectancy of an individual will lie between these two extremes, i.e. If an individual have no chance to achieve the desired performance level, the expectancy is 0.

Regarding motivation different thinkers have gave their view. But motivation is not a simple concept instead, motivation pertains to various drives, desires, needs, wishes.Managers motivate people by providing an environment that induces organization members to contribute. Overall.Motivation is vital to all organizations Thus, managers need to understand the nature of individual motivation, especially as it applies to won situation. There are so many technical and methodological problems to do research on the theory.Valency cannot be measured on ratio scales, each valency is explain in the terms of all other valencies. From a theoretical standpoint, the model seen to be a step in the right direction but it does not give the manager practical help involving motivation problems.

These theories only add to the understanding of those who are charged with the responsibility of motivating people. But it is inadequate to resolve the motivational problem independently. Vroom’s models also help to understand the complexities of determining what motivates the employee to perform better. One of the important features of this theory is that it recognizes individual difference in work (motivation and suggests that motivation is a complex process as compared to Maslow’s on Herzberg’s simplistic models.This theory is useful to managers in understanding the nature of motivation in work situation. This theory determine how individuals choose among alternative behaviors.Vroom develops his motivation model around the concepts of value, expectancy and force.

Victor Vroom&#39;S Expectancy Theory

Victor Vroom'S Expectancy Theory