1. VROOM’S
EXPECTANCY
THEORY OF
MOTIVATION

2. INTRODUCTION
The expectancy theory was proposed by Victor Vroom of Yale
School of Management in 1964. Vroom stresses and focuses on
outcomes, and not on needs unlike Maslow and Herzberg.
 Expectancy theory is, “A person will be motivated to put forth a
higher level of effort if they believe their efforts will result in higher
performance and thus, better rewards.”
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3. ELEMENTS OF
EXPECTANCY THEORY
EXPECTANC
Y
INSTRUMENTALIT
Y
VALENCE
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4. 1) Expectancy – the level of effort an employee is willing to
exert in hopes that the increased effort will result in
better performance.
2) Instrumentality – the belief that if you perform well, then
a valued outcome will be received.
3) Valence – the importance that the individual places
upon the expected outcome.
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5. MOTIVATIONAL FORCE (MF) =
EXPECTANCY X INSTRUMENTALITY X
VALENCE
When deciding among behavioural options, individuals select the
option with the greatest amount of motivational force (MF).
Examples of valued outcomes in the workplace include, pay
increases and bonuses, promotions, time off, new assignments,
recognition, etc.
If management can effectively determine what their employee
values, this will allow the manager to motivate employees in order to
get the highest result and effectiveness out of the workplace.
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6. Isha Joshi - MIB

7. EXAMPLE – SITUATION 1
Mr. X (manager) gave employee I some projects
to complete. She did the work properly and
completed it on time.
Result – Employee I is very happy because her
boss acknowledged her hard work. The more
projects she gets, the more rewards she will
receive.
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8. EXAMPLE – SITUATION 1
Mr. X (manager) gives employee I some projects
to complete and instead of completing them, she
keeps gossiping and doesn’t complete her work.
Mr. X gets very disappointed and tells her that if
she continues this behaviour, he will not let her
handle any more projects.
Result – She is very sad with her performance
and worried that she might never gain her boss’s
trust again.
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9. Based on these two situations, we
can conclude that employees who
have high effort in doing their job
will be rewarded and
acknowledged by the employer.
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