Victor Vroom – Expectancy Theory

Vroom’s theory suggests that individuals are motivated to act based on their beliefs about the relationship between effort, performance, and outcomes.  This theory is based on the idea that an individual’s action is determined by their belief that their effort will lead to a desired level of performance and that their performance will be rewarded with outcomes they value. Expectancy theory proposes that expectancy, instrumentality, and valence determine an individual’s motivation.

1. Expectancy: This refers to an individual’s belief that their effort will result in the desired level of performance. If employees believe their efforts will lead to successful performance, they are more likely to be motivated to put forth effort.

2. Instrumentality refers to an individual’s belief that successful performance will lead to certain outcomes or rewards. Employees who believe their successful performance will lead to desirable outcomes such as pay raises, promotions, or bonuses are more likely to be motivated.

3. Valence refers to the value or desirability individual places on the outcomes or rewards. For example, an employee may not be motivated by a pay raise if they don’t find it a desirable outcome.

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In essence, the theory proposes that an individual’s motivation to perform a task is influenced by their perception of the relationship between effort, performance, and outcomes. Vroom’s theory is often used in business settings to help managers better understand what motivates their employees and how to structure rewards and incentives to encourage better performance.  In a business setting, understanding Vroom’s theory can help managers understand how employees are motivated and what factors are necessary to increase motivation. For example, if an employee believes that increased effort will lead to increased performance, providing opportunities for training and development would increase their motivation to perform.