Vroom’s Expectancy Theory


Vroom’s Expectancy Theory

Vroom’s Expectancy Theory discusses about three factors, expectancy, instrumentality and valence. Vroom believes that motivation and performance are inter connected and uses the three variables to further elaborate on it (Parijat & Bagga, 2014).

Figure 6 - Vroom's Expectancy Theory


(Expert Program Management, 2019)

The first phase is the expectancy where the employees believe that if they make an effort it will bring about the expected performance level. The next is the instrumentality where the employees believe that great performance will always bring about valued outcomes. The final phase is the valence where employees shows the importance of the rewards for them. This may differ from person to person based on their preference (Arslan & Staub, 2012).

Video 6 - What is Vroom's Expectancy Theory


                                         
                                                                                
                                                                                              (bing.com, 2019)

McGregor’s Theory X and Theory Y

This theory discuses about two opposing views of human beings namely, positive and negative. (Mohamed & Nor, 2013)


Figure 7 - McGregor's Theory X and Theory Y


(Dawn Parra, 2013)

Theory X managers believe that people should be monitored closely while theory Y managers give enough freedom to perform the duties (Lawter, Kopelman, & Prottas, 2015).

Video 7 - MBA 101 Leadership, Motivation McGregor Theory X & Theory Y

                                                                             
                                                                                              (bing.com, 2019)

References

Arslan, A. & Staub, S., 2012. Theory X and Theory Y Type Leadership Behavior and its Impact on Organizational Performance: Small Business Owners in the Şishane Lighting and Chandelier District, s.l.: s.n.

 Bing.com. (2019). mcgregor theory x and y - Bing video. [online] Available at: https://www.bing.com/videos/search?q=mcgregor+theory+x+and+y&&view=detail&mid=F7F1F83F44BDC2F61401F7F1F83F44BDC2F61401&&FORM=VRDGAR [Accessed 19 Oct. 2019].

 Bing.com. (2019). vroom's expectancy theory - Bing video. [online] Available at: https://www.bing.com/videos/search?q=vroom%27s+expectancy+theory&&view=detail&mid=33155F0D8F30E5CB813B33155F0D8F30E5CB813B&&FORM=VRDGAR [Accessed 19 Oct. 2019].

 Dawn Parra, 2013. Dawn Parra. [Online]
Available at: https://dawnparra6.wordpress.com/tag/eisenberg/

 Expert Program Management, 2019. Expert Program Management. [Online]
Available at: https://expertprogrammanagement.com/2018/10/expectancy-theory/

 Lawter, L., Kopelman , R. J. & Prottas , D. J., 2015. McGregor's Theory X/Y and Job Performance: 

A Multilevel, Multi-source Analysis , s.l.: s.n.

 Mohamed, R. K. M. H. & Nor, C. S. M., 2013. The Relationship between McGregor's X-Y Theory 

Management Style and Fulfillment of Psychological Contract: A Literature Review. , s.l.: s.n.

 Parijat, P. & Bagga, S., 2014. Victor Vroom’s Expectancy Theory of Motivation – An Evaluation , s.l.: s.n.


Comments

  1. Anjula Pathirana1 December 2019 at 03:10

    Hi Chathura, interesting area to further examine. I would like to add more to Vroom’s Expectancy Theory. Valence will measure the value of a given reward that an individual attach to. These may be extrinsic (e.g. money promotion or time-off) or intrinsic (e.g. sense of achievement). The model assumes that when in reality they are subjective and incredibly difficult to assess in ourselves let alone in another person, the manager can score these three factors (McGrath and Bates, 2017).

    ReplyDelete
    Replies
    1. Chathura Kularathna5 December 2019 at 04:41

      Thank You, Vroom’s Expectancy Theory is based on the assumption that an individual’s behavior results from the choices made by him with respect to the alternative course of action, which is related to the psychological events occurring simultaneously with the behavior. This means an individual selects a certain behavior over the other behaviors with an expectation of getting results, the one desired for (Allison, 2012)

      Delete

Post a Comment

Popular posts from this blog

Herzberg’s Two Factor Theory

Image
Herzberg’s Two Factor Theory Herzberg’s Two Factor Theory discusses about the factors that lead employees of an organization either towards job satisfaction or dissatisfaction (Dartey-Baah & Amoako, 2011) . It consists of both the hygiene as well as motivator factors. Motivator factor increases job satisfaction while improving the hygiene factors may decrease the chance of employees being dissatisfied about their jobs (Ball, 2003) . Figure 5 - Herzberg’s Two Factor Theory (Harper Zhou's Blog, n.d.) Motivator factors are directly connected to the job and it is the satisfaction that an employee gains through engagement of his/her duties and responsibilities pertaining to the job or the job role (Haruna, 2013) .   According to (Ball, 2003) , job satisfaction can be increased by follows, Ø   The employees should feel a sense of achievement The feeling which appreciates the contribution of each and every employee and his/her role in the great achie
Read more

Effective Ways to Motivate the Employees of Garment Factories- Sri Lanka

Image
Effective Ways to Motivate the Employees of Garment Factories- Sri Lanka Boosting employee motivation is essential towards managing the excessive workload at garment sector in Sri Lanka which was found be stressful for most of the executive level employees (Jayarathna & Rathnayake, 2016) . Most of them tend to work after the normal working hours in covering the excessive workload. Therefore, it is important to ensure that these employees will not feel disappointed about their workplace through proper implementation of an employee motivational plan. (Jayarathna & Rathnayake, 2016) Figure 3 - 5 Steps to success with Employee Engagement and Employee Motivation (QuestionPro, 2019) According to Jayarathna (2014) Effective ways implemented by the Sri Lankan Garments in motivating its employees can be identified as follows, Ø   Explaining the role of each and every employee towards the company growth. In an industry like, garment it is essential that every e
Read more

Employee Motivation in the Garment Industry

Image
Employee Motivation in the Garment Industry Employee motivation is considered to be an important factor towards achieving targets as well as desired performance levels. Among many of the garments in Sri Lanka, MAS, Brandix, Hela, Hirdaramani are found to be the industry leaders in Sri Lanka and they have become the preferred employers of Sri Lanka for many of the people who are looking for job opportunities. This is mainly because of the way these garments treat and reward their employees which has led towards a higher level of motivation. Employee motivation can be defined as the drive which lead the employees towards success while contributing vastly towards the growth of the organization (Nduka , 2016) . According to Hughes, (2012) the sub categories of employee motivation can be identified as follows, Figure 1 - Sub-categories of Employee Motivation                         (Hughes , 2012) Video 1 - Employee Engagement an
Read more