EXPECTANCY THEORY

(Victor Vroom's)

EXPECTANCY: is a person's belief that “a

particular act will lead to a particular outcome.”

EXPECTANCY THEORY: describes

● the internal processes of choice among

different behaviors,
● useful tool for analyzing motivation issues &

problems.
 EXPECTANCY THEORY OF
MOTIVATION

VALENCE

EFFORT PERFORMANCE OUTCOMES

EXPECTANCY EXPECTANCY
TYPES OF OUTCOMES:-

● Extrinsic outcomes:
outcomes those outcomes that
people receive from someone else for their
performance.

● Intrinsic outcomes:
outcomes the rewards which a
person gives to himself.
 Assumptions
 Forces in the environment & the individual
interact to affect behavior.

 People choose among different courses of action.

 choices based on preferences for the outcomes

of those actions.

 Rational alternative chosen with regard to:

 person's perceptions of the value of the results of
various actions.
 An individual moves toward outcomes valued
positively & avoids outcomes valued negatively.
 3 CONCEPTS OF THE THEORY
● EXPECTANCY(E):it
EXPECTANCY is a person's belief that effort leads to a
desired or required level of performance. Effort is the extent to
which a person tries to perform as desired.

● INSTRUMENTALITY(I):a
INSTRUMENTALITY persons belief that performance will be
followed by some outcome. It describes the perceived connection
between a person's performance & any outcomes one may get for
that performance.

● VALENCE(V):-it
VALENCE is the preference people have among outcomes.
Outcomes an individual wants to receive have +ve valence.
Outcomes a person wants to avoid have -ve valence.
If the person is indifferent to an outcome, the valence is 0.
 RELATIONSHIP BETWEEN
EXPECTANCIES & VALENCE

MOTIVATION= (E-P-E)
MOTIVATION= (E) xx(P-O-E)
(I) x (V)x (V)

motivation is the product of the three perceptions, if

any one of their values is zero, the whole equation
becomes zero.
 MANAGERIAL IMPLICATIONS:
● Determine the outcomes employee values.

● Identify good performance so appropriate

● behaviors can be rewarded.

● Make sure employees can achieve targeted

● performance level.

● Link desired outcomes to targeted levels of

● performance.

● Make sure that changes are large enough to

● motivate high effort.
THANKS