VROOM’S VALENCE –EXPECTANCY THEORY THEORIES OF MOTIVATION

• VROOM’S VALENCE –EXPECTANCY THEORY
  THEORIES OF MOTIVATION
  ORGANIZATION BEHAVIOR
• CIVIL SERVICES MAIN EXAM FOR ACCOUNTANCY AND COMMERCE
• VROOM’S EXPECTANCY THEORY

1. GIVEN BY VICTOR. H.VROOM
2. ACCORDING TO HIM,A PERSON’S MOTIVATION TOWARDS AN ACTION AT ANY TIME WOULD BE DETERMINED BY AN INDIVIDUAL’S PERCEPTION THAT A CERTAIN TYPE OF ACTION WOULD LEAD TO A SPECIFIC OUTCOME AND HIS PERSONAL PREFERENCE FOR THE OUTCOME
3. IN SIMPLE WORD WE CAN SAY THAT AN INDIVIDUAL SELECTS A CERTAIN BEHAVIOR OVER THE OTHER BEHAVIOR WITH AN EXPECTATION OF GETTING THE RESULTS,THE ONE DESIRED FOR
4. ROOTS IN THE COGNITIVE CONCEPT I.E HOW AN INDIVIDUAL PROCESSES THE DIFFERENT ELEMENTS OF MOTIVATION
5. THREE VARIABLE GIVEN IN THE FORM OF AN EQUATION
6. MOTIVATION = VALENCE X EXPECTANCY X INSTRUMENTALITY
7. MODEL IS MULTIPLICATIVE ,ALL THE THREE VARIBLES MUST HAVE HIGH POSITIVE VALUES TO MOTIVATED PERFORMANCE CHOICE
8. IF ANY OF THE VARIABLE APPROACHES ZERO,THE PROBABILITY OF MOTIVATED PERFORMANCE APPROACHES TO ZERO
9. THEORY IS FOCUSING ON THAT INDIVIDUALS CAN BE MOTIVATED TOWARDS GOALS IF THERE IS POSITIVE CORRELATION BETWEEN EFFORTS AND PERFORMANCE,THE OUTCOME OF A FAVORABLE PERFORMANCE WILL RESULT IN DESIRABLE REWARD THAT SATISFIES THEIR NEED ENOUGH TO MAKE THE EFFORTS WORTHWHILE

• EXAMPLE

1. INDIVIDUALS ARE GOING TO SELECT THEIR BEHAVIOR BASED ON THE OUTCOMES THAT THEY HAVE EXPECT AS A RESULT OF THOSE BEHAVIOR
2. WHEN AN EMPLOYEE COMES TO THE OFFICE HE HAS TWO CHOICE
3. ONE IS TO WORK HARD ALL THE DAY LONG GOING ABOVE AND BEYOND WHAT IS EXPECTED IN ORDER TO HELP THE COMPANY GROW
4. OR THEY DO SIMPLY ASSIGNED WORK AND BY MEETING THE REQUIREMENTS
5. SO WHICH PATH THEY ARE GOING TO CHOOSE
6. MOST LIKELY THEY ARE GOING TO SELECT THE PATH THAT MAKES THE MOST SENSE FOR THEM AS INDIVIDUAL BASED ON THE REWARDS AVAILABLE

• VALENCE

1. STRENGTH OF AN INDIVIDUAL’S PREFERENCE FOR RECEIVING A REWARD
2. EXPRESSION OF THE VALUE HE PLACES ON GOAL ( OUTCOME OR REWARD)
3. THE VALUE ATTACHED TO GOAL OR REWARD IS SUBJECTIVE AS IT VARIES FROM PERSON TO PERSON
4. PROMOTION HAS VALENCE FOR THE YOUNG EMPLOYEE
5. HIGH VALENCE FOR REEMPLOYMENT
6. PEOPLE HAVE DIFFERENT VALENCE FOR VARIOUS OUTCOMES
7. INFLUENCED BY CONDITIONS SUCH AS AGE,EDUCATION AND TYPE OF WORK
8. TOTAL RANGE OF VALENCE IS +1 TO -1

• EXPECTANCY
  ( EFFORTS-PERFORMANCE-PROBABILITY)

1. REFERS TO THE EXTENT TO WHICH THE PERSON PERCEIVES OR BELIEVES THAT HIS EFFORTS WOULD LEAD TO THE COMPLETION OF THE TASK
2. EXPECTANCY IS STATED AS A PROBABILITY I.E AN INDIVIDUAL’S ESTIMATE OF THE PROBABILITY OF AN OUTCOME FROM AN ACTION
3. ASSOCIATION BETWEEN EFFORTS AND PERFORMANCE
4. VALUE RANGE FROM 0 TO 1
5. IF THE EXPECTANCY IS HIGHER THE INDIVIDUAL WILL TRY AND PUT MORE EFFORTS TO ACHIEVE THE DESIRED OUTCOME

• INSTRUMENTALITY
  ( PERFORMANCE-REWARD-PROBABILITY)

1. PROBABILITY TO WHICH THE PERFORMANCE ( FIRST LEVEL OUTCOME) WOULD LEAD TO THE DESIRED REWARD( SECOND LEVEL OUTCOME)
2. FOR EXAMPLE: EMPLOYEE WANTS PROMOTION
3. FEELS THAT SUPERIOR PERFORMANCE IS VERY IMPORTANT IN ACHIEVING PROMOTION
4. SUPERIOR PERFORMANCE IS THE FIRST LEVEL OUTCOME ND PROMOTION IS SECOND LEVEL OUTCOME
5. SUPERIOR PERFORMANCE WILL BE INSTRUMENTAL IN OBTAINING PROMOTION
6. VALUE OF INSTRUMENTALITY ALSO RANGE FROM 0 TO 1

• VROOM’S EXPECTANCY THEORY

1. MOTIVATION IS THE PRODUCT OF VALENCE,EXPECTANCY AND INSTRUMENTALITY
2. THREE FACTORS MAY EXIST IN AN INFINITE NUMBER OF COMBINATIONS DEPENDING UPON THE RANGE OF VALENCE AND THE DEGREE OF EXPECTANCY AND THE INSTRUMENTALITY
3. MOTIVATIONAL FORCE WILL BE HIGHEST WHEN EXPECTANCY,INSTRUMENTALITY AND VALENCE ARE HIGH.
4. MGMT MUST RECOGNIZE AND DETERMINE THE SITUATION TO IMPROVE UPON
5. A WORKER MAY SHOW LOW LEVEL OF MOTIVATION DUE

• LOW EFFORTS-PERFORMANCE EXPECTANCY:LACKING OF REQUIRED SKILL IN WORKER. THE MANAGEMENT BY PROVIDING TRAINING TO IMPROVE THE RELATION BETWEEN EFFORTS AND PERFORMANCE
• LOW PERFORMANCE-REWARD INSTRUMENTALITY RELATIONSHIP: MAY NOT LEAD TO SIMILAR REWARD’ REWARD POLICY INCONSISTENT AND THE MANAGEMENT MUST REEVALUATE THE POLICY TO STRENGTH PERFORMANCE –REWARD RELATIONS
• LOW REWARD-VALENCE:-MANGERS MUST INVESTIGATE THE DESIRABILITY OF THE REWARD WHICH ARE GIVEN ON THE BASIS OF PERFORMANCE FROM THE POINT OF VIEW OF THE WORKERS
• VROOM’S EXPECTANCY THEORY
  CONTRIBUTION

1. HOW THE GOALS OF THE INDIVIDUALS INFLUENCE THEIR EFFORTS AND THAT BEHAVIOR INDIVIDUALS SELECT DEPENDS UPON THE ASSESSMENT OF THE PROBABILITY THAT THE BEHAVIOR WOULD SUCCESSFULLY LEAD TO THE GOAL
2. EMPHASIZE THE IMPORTANCE OF INDIVIDUAL PERCEPTION AND ASSESSMENT OF THE ORGANIZATIONAL BEHAVIOR
3. ATTEMPT TO EXPLAIN HOW INDIVIDUAL’S GOALS INFLUENCE HIS EFFORTS AND LIKE NEED BASED MODEL REVEAL THAT INDIVIDUAL’S BEHAVIOR IS GOAL ORIENTED

• WEAKNESSES

1. WOULD NOT WORK IN PRACTICE WITHOUT ACTIVE PARTICIPATION FROM THE MANAGERS
2. WRONG ASSUMPTIONS THAT ALL THE COMPONENTS ARE ALREADY KNOWN
3. TRUST ON MANAGERS
4. WHEN MANAGEMENT OFFERS CERTAIN MOTIVATION AND REWARD BUT EMPLOYEE DOES NOT VALUE THEM