Expectancy Theory of Motivation

It was put forth by Vroom (1964). It can be described as follows: “Whenever an individual chooses between alternatives which involve uncertain outcomes, it seems clear that his behaviour is affected not only by his preferences among the outcomes but also by the degree to which he believes these outcomes to be possible. An expectancy is defined as a momentary belief concerning the likelihood that a particular act will be followed by a particular outcome.
The strength of expectations may be traced on past experiences. The theory proposes that, motivation is likely only when a clearly perceived and usable relationship exists between performance and outcome, and the outcome is seen as a means of satisfying needs. This explains why extrinsic motivation (e.g.: bonus) work only if the link between efforts and rewards is clear and the value of the reward is worth the effort. It also explains why intrinsic motivation can be more purposeful than extrinsic motivation.
Victor Vroom’s expectancy theory is one such most widely accepted theory of motivation currently in use. This has the strength of a tendency to act in a certain manner, which depends upon the strength of an attractiveness of that outcome to the individual. In other words, theory says that, an employee will be motivated to exert high level of effort when he believes that efforts will lead to a good performance appraisal. And this will lead to organizational rewards in many ways, which in turn will satisfy the personal goals of the employees. The employees expectation is in the form of promotion, an increment in salary or a certificate or incentive. etc. The theory, therefore, concentrates on three types of relationships.
i. Efforts performance relationship :- The individual presides the probability that exerting a particular amount of efforts leads to performance.
ii. Performance reward relationship:- The individuals degree of belief that performing at a particular level will lead to reaching a desired outcome.
iii. Rewards personal goals relationship :- This is the degree to which the organizational rewards satisfy an individual goals or need and the attractiveness of those potential rewards for the individuals.
Expectancy theory explains or rather helps to explain why some workers are not motivated on their jobs and restrict themselves to minimum and necessary work. To summaries, the key to expectancy theory is understanding of the individual goals as well as the linkage between his efforts and performance and the performance and rewards and lastly between the rewards and individual goals satisfaction. However, the theory definitely recognizes that, there is no particular principle for explaining everyone’s motivation.
As far as the effectiveness of this theory is concerned, it has been validated with high degree of priority probably because every individual’s goal satisfaction cannot be understood, realized clearly. Perhaps there are no recognized methods that may surface the truth. More so the organization’s policy also may not suit this theory, particularly where seniority comes as a rule.

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Titany answered the question on September 7, 2021 at 13:01