Expectancy theory explains that employee motivation depends on the combination of three key factors: With positive valence outcomes being something the employees want, and negative valence being outcomes the employees would like to avoid. This would increase performance to outcome expectancy for employees and encourage an overall improvement of productivity among the company. An outcome has positive valence for your employee when he or she believes achieving it will be desirable. An outcome has negative valence when your employee believes achieving it will be unpleasant.

Work Attitudes and Job Motivation. The quarterly incentives would make a huge difference in her financial means. Valance value to the follower should be considered by the leader Expectancy Theory, n. It is instead based on how long one has been with the company. With increased instrumentality for the creative department to produce quality work quickly Jessica has also had an easier time keeping current clients and closing accounts which have also helped increase her motivation. Expectancy can be influenced by factors such as past successes, compentencies, interests, and situational constraints.

They will be rewarded for consistency and reaching fiscal goals per quarter. Edith values her job enough to keep it, but not enough to pursue more. He is paid hourly but overtime is frowned upon since tehory takes away from company profits.

The gheory and incentives are not as important to Tom as they were early in his career. If you want them to be motivated to achieve your outcomes, you’ll have to address the Expectancy Theory factors. Ricardo is a respected manager in a high volume retail store.

Edith knows that pushing herself harder will not have any more desirable outcomes.


Case study analysis: Vroom’s Expectancy Theory – Melissa Andrew

Traditionally motivation theories have had a focus on human desire rather than the processes people go through to decide whether they act Clayton With the changes to the overtime policies Keith works at a much faster pace. Due to the nature of his position, it is almost impossible to impose a quota for Keith like the other staff members. Tom will be able to use this time off to go fishing, early golf game, spend time with his wife and grandchildren.

This meeting did not go well. The work conditions and compensation program changes rapidly after the merger to match the competition. He now uses overtime only when there are multiple IT issues on big accounts so he does not lose days in the next pay period.

International Journal of Project Management, 33 13 While motivation is individual, there are some general principles of motivation that can help you get the environment-thing right.

There’s Room For Vroom’s Expectancy Theory in Employee Motivation

With his positive valence reason for working longer gone, he now does his best to finish on time. She works hard to complete the monthly and quarterly goals to reach the incentive pay.

Get Used to It and Use It.

She began as a teller and has been an inspiration to employees in their handling of customer issues and overall interaction. They will also be subject to the bonuses offered company-wide for production, revenue etc. On the other hand, Brad perceives quality work as a better measure of performance rather than meeting his quota. Don’t expect your employees to be motivated to achieve something that they believe to be an undesirable result for them.


Do they doubt that their efforts will expectancu the outcome you want? An outcome has negative valence when your employee believes achieving it will be unpleasant.

vrooms expectancy theory case study

By lowering the benefit for working excessive overtime, the employees will be encouraged to work faster. In order to preserve the largest motivational force of an employee, the perceived outcomes resulting from perceived performance must also be desirable for the employee.

Since expsctancy is salaried employee, her office hours are from pm.

vrooms expectancy theory case study

He wants one of his dependable employees, Mary to remain in his department. International Journal of Marketing Studies, 4 1 She values the social interactions she has at work due to no friends or family outside of work, yet she feels she is under-compensated in a job that leaves her exhausted.

She can put in a lot of effort by producing all good work and fall behind, or she can slack on some and meet her quota. It is instead based on how long one has been with the company.

There’s Room For Vroom’s Theory in Employee Motivation

Edith is mostly rewarded by the social aspect of work so a great motivation for her would include social events such as lunches, or work parties. He assures her that after six months studu will be more competitive for promotions in the department. An expectancy theory model for hotel employee motivation.