VROOM’S EXPECTANCY THEORY (VIE THEORY)

 

 

VROOM’S EXPECTANCY THEORY (VIE THEORY)

Vroom’s theory is based on motivation process. According to Vroom people will be motivated to do things to achieve some goals to the extent that they expect that certain action on their part will help them to achieve the goal. Vroom’s model is built around the concept of value, expectancy and force.

Expectancy theory characterizes people as rational being who think about what they have to do to be recorded and how much the reward means to them before they perform their job.

The theory doesn’t only focus on what people think. It also recognize that these thoughts combine with other aspects of the organizational environment to influence job performance.

Expectancy = The belief that one’s effort will positively influence one’s performance. The probability that a particular action will lead to the outcome. This is first level outcome. It may be high performance. 

Instrumentality = An individual’s belief regarding the likelihood of being rewarded in accord with his/her own level of performance. It is second level outcome. The second level output may e promotion as reward. Therefore, the superior performance (1^st level outcome) is being instrumental in obtaining promotion (2^nd level outcome).

Valence = The value a person places on the Reward he/she expects to receive from the organization. It means the strength of an individual’s preference to a particular outcome.

Expectancy Theory-

Another factor in determining the motivation is expectancy i.e. the probability that a particular action will lead to the outcome.

The theory assists that motivation is based on peoples belief about the probability that Effort will lead to Performance(Expectancy), Multiplied by probability that Performance will lead to Reward(Instrumentality), multiplied by the perceived value of the Reward(Valence).

Implication/Importance of the Theory:

1.      It recognizes individual difference in work motivation & suggests that motivation is a complex process.

2.      It clarifies the relationship between individual & organizational goals.

3.      It is consistent with management by objective.

4.      It is consistent with the idea that a manager’s job is to design an environment for performance.

This theory seems to be a step in the right direction but does not provide manager practical help solving his motivational problem.