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Vroomsexpectancytheoryofmotivation 120926122304 Phpapp01
Vroomsexpectancytheoryofmotivation 120926122304 Phpapp01
Theory Of Motivation
By
Manisha Vaghela
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Contents
Introduction Of Motivation
Introduction Of Motivation
Motivation is the force that drives a person into
action. In the context of business, when we say that a manager motivates
a person, it means he inspires him to do a particular task that will lead to
the accomplishment of organizational goal. The person concerned in turn,
shall perform that task only if he feels that such an action would satisfy his
personal needs. A person initially joins an organization for the monetary
benefits. Once his financial needs are reasonably satisfied he looks
forward to the satisfaction of his behavioral needs. A person who works at
a position where enough financial rewards are offered but the level of job
satisfaction is low. Will perhaps look for another job.
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There are three important elements in this model:1)Expectancy:This is a persons perception of the likelihood that a
particular outcome will result from a particular behaviour or action.
The likelihood is probabilistic in nature and describes that
relationship between an act and an outcome. For example, if a
person works hard, he may except to perform better and increase
productivity. Similarly, if a student works hard during the semester,
he expects to do well in the final examination.
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1) Efforts-performance expectancy: It is the expectation of the employee that is efforts shall lead
to a desire performance. For example, an individual may feel that if he works
for 2 hours overtime every day, he shJall be able to produce more. If the
employee feels that his efforts shall lead to the desire performance, he shall
perform task.
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Vrooms Expectancy Theory:This theory tells us that simply making motivation factors
available to people is not enough. People must believe that by working , they will
receive reward that are important to them. Peoples actions are based on their
expectations as well as their needs. Unless there is a positive expectation of a
reward that well satisfy a need ,an individual' will not take action. To illustrate
consider a person who is thirsty .there may be need for water, but the action of
going to the faucet and getting a drink occurs only if he expects will result in
obtaining water.
The experience of one manufacturing company indicates the
importance of expectations. The management head decided to expand the
company, and it knew that a number of supervisors would be needed to prepare
for the expansion, the company decided to run a training programmed for its
employees (non-supervisors) to prepare them to become supervisors. the
programmed was open to all employees at no cost. When the programmed
started ,only three people attended the programmed. Management interviewed
the employees who did not participate to find out the reasons for their poor
participation. Many employees stated that they would like to be promoted but did
not feel that attending the programmed would help." promotion is based on whom
you know," was the commonly expressed opinion. in other words although
promotion was a motivating factor to employees, they did not participate in the
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Vaghela
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training
programmed because
they did
not believe it would help
them in getting
ahoo.com
promotion.
1. Try to offer rewards (motivation factors) that are important to his employees.
2. Create positive expectations.
THE VROOM THEORY AND PRACTICE:One of the great attractions of the Vroom theory is that it
recognizes the importance of various individual needs and motivations. It thus
avoids some of the simplistic features of the maslow and Herzberg approaches.
It dose seem more realistic. it fits the concept of harmony of objectives
(explained in chapter 14):individuals have personal goals different from
organizational goals, but these can be harmonized.furthermore,Vrooms theory is
completely consistent with the system of managing by objectives.
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3. What kind of behavior must the employee produce in order to achieve these
objectives?
The outcomes can be effective only when the employee
knows clearly what he must do in order to achieve them i.e., he should know
what are the criteria on the basis of which his performance would be judged.
4. How dose the employee view his chance of doing what is asked of him?
After knowing his competencies and his abilities the individual
should ascertain the probability of his successful attainment of the job.
In sum, vroom emphasizes the importance of individual
perceptions and assessments of organizational behavior. The key to
expectancy theory is the understanding of an individuals goals and the
linkage between efforts and performance , between performance and
rewards and between rewards" and individual-goal satisfaction.
It is a contingency model, which recognizes that there is no
universal method of motivating people. Because we understand what needs an
employee seeks to satisfy dose not ensure that the employee himself perceives
high job performance as necessarily leading to the satisfaction of these needs.
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5. The management should support the subordinates in developing that skill that
are important in leading to better performance.
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7. It has been used to explain specific forms of employee behavior; for example,
the turn over of younger workers, during pre-job training.
From managements point of view, the implications of this theory are two-fold:
First, it is important to determine what needs each
employee seeks to satisfy. This knowledge will be useful to management while
attempting to align rewards available to the employee with the needs that the
employee seeks to satisfy. It is necessary to individualize rewards to each
employee, for rewards that are valuable for some may not be appealing to
others.
Second, management should attempt to clarify the path for the
worker between efforts and needs satisfaction. Individual motivation will be
significantly determined by the probabilities the worker assigns to the following
relationship:
His effort leading to performance performance leading to
rewards, and these rewards satisfying personal goals.
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Finally I conclude my all the main topics which are explained before
you in detailed, and my topics are:-
Introduction Of Motivation
Various Defecation Of Motivation
Important Elements Of Model
Vrooms Expectancy Theory Product of Valence
and Expectancy
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Bibliography:i.
ii.
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Thank You
&
Have A Nice Day
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