The Expectancy Theory of Motivation, Essay Example

The Expectancy Theory of Motivation was developed by Victor Vroom and is based upon outcomes.   The elements in the theory being Effort, Performance and Motivation.  In order to achieve the outcomes  there are two variables which he named as Valence and Expectancy. Vroom, theorized that in order for a person to be motivated  the concepts of  effort, performance and motivation must be linked. He proposes three variables to account for this, which he calls Valence, Expectancy and Instrumentality.

Vroom defined Expectancy as a concept whereby  increased effort will result in increased performance at work.  Hence the more effort I put into the task the greater my productivity will be.  This typically impacted by such items as :  Available resources, the right skills for the job, the relevant managerial support for the job.

Vroom  defined Instrumentality such that if you perform well, then a valued outcome will be received.  In other words if I do a great job I will be rewarded in some way.  This is impacted by such items as :  Management relationship,  understanding of performance and outcome (rules), trust in the decision makers and transparency in the outcome process.

Vroom defined Valence as the level of importance that the individual puts on the anticipated outcome.  Once Vroom determined the importance of these links re realized that the individual then changes their level of effort according to the value they place on the outcomes they receive from the process and on their perception of the strength of the links between effort and outcome.

Hence if the individual gains the perception that any one of these is true subsequently, his  increased  effort will not increase his performance,  his increased performance will not increase his rewards and he will not value the rewards on offer.  As such  under Vroom’s expectancy theory the individual will not be motivated.  An organization requires all three elements in order to achieve positive motivation.  In essence this theory work on perceptions or peoples beliefs or values.

In the example provided.  The Company (organization) believes that it has done everything possible for  the production of high quality audio products.  Despite this the employees are not doing well.  The employees are not putting in the right amount of effort because they believe the reward system is inequitable.  Hence if you put in more effort you receive the same reward as those who put in less. Effort is not therefore adequately compensated for high production achievers.  The other aspect is the bonus scheme.  The reward is so small by the time deductions have been made it is simply not worth the effort.  The lack of incentive and inequitable support by the firms management has impacted the Valence.  Hence the employees have not bought into the goals of the production system because the rewards have been linked to the effort required. In addition the belief of the employees that the effort and reward system are inequitable. This has impacted employee morale and subsequently production targets have dropped.

Within the concept of Vroom’s Model it is also important to consider aspects of communications and inclusivity.  Communications is about transparency and openness and above all equity in the reward systems.  Inclusivity is about “buy in” and treating the employees as an integral part of the solution.  Before implementing changes discuss these with the workforce and if appropriate union representatives.  Try to reach a level of understanding and common ground in the mechanics of the model.  For example :  the ways in which productivity and quality will be improved.  The effort that will be required and the means by which this will be rewarded on an equitable basis.  By doing this there is a better chance of getting the valance right and thereby increasing chances of success. It is also useful to overlay this theory with other theories, for example that of Maslow’s Hierarchy of Needs.  It provides an added dimension and you should be able to see some important correlations.

In conclusion the Organization would need to take a number of corrective actions.  (i) Open up a communications dialogue with the employees and harmonize the manager / worker relationships (ii) Re-examine the reward system.  It is inequitable and a new model will need to be developed (iii)  Examine the process ” hand dexterity issue”, it falls under a comfort safety needs in Maslow and performance expectation in Vroom.  It needs to be a process of equity that provides equal opportunity to all employees (iv)  Examine the payment / salary system in line with the bonus system to produce a more equitable model. (v)  The production goals need to be more clearly defined in association with the reward system in order to get the valance right.