Expectancy Theory

Expectancy Model was introduced by Victor Vroom who was born on year 1932.
It deals with Motivation and Management.
The key elements for this theory are referred to as Expectancy (E), Instrumentality (I)
and Valence (V).
Expectancy refers to the strength of a person’s belief about whether or not a
particular job performance is attainable. These elements will be affected by whether
the employees having the right resources available, right skill to perform the job and
necessary support to get the job done.
Instrumentality is the belief that if you perform well that a valued outcome will be
received in return. Vroom defines Instrumentality as a probability belief linking one
outcome (a high level of performance, for example) to another outcome (reward).
The instrumentality elements will be affected by whether the employee having clear
understanding of the relationship between performance and outcome, trust in the
people to whom will take the decision on who gets what outcome, transparency of
the process that decide who get the outcome.
Valence is the important that the individual places upon the expected outcome.
Valences refer to the level of satisfaction people expect to get from the outcome.
Vroom suggests that an employee’s beliefs about Expectancy, Instrumentality, and
Valence interact psychologically to create a motivational force such that the
employee acts in ways that bring pleasure and avoid pain.
 Expectancy Theory
Expectancy Model was introduced by Victor Vroom who was born on year 1932.
It deals with Motivation and Management.
The key elements for this theory are referred to as Expectancy (E), Instrumentality (I)
and Valence (V).
Expectancy refers to the strength of a person’s belief about whether or not a
particular job performance is attainable. These elements will be affected by whether
the employees having the right resources available, right skill to perform the job and
necessary support to get the job done.
Instrumentality is the belief that if you perform well that a valued outcome will be
received in return. Vroom defines Instrumentality as a probability belief linking one
outcome (a high level of performance, for example) to another outcome (reward).
The instrumentality elements will be affected by whether the employee having clear
understanding of the relationship between performance and outcome, trust in the
people to whom will take the decision on who gets what outcome, transparency of
the process that decide who get the outcome.
Valence is the important that the individual places upon the expected outcome.
Valences refer to the level of satisfaction people expect to get from the outcome.
Vroom suggests that an employee’s beliefs about Expectancy, Instrumentality, and
Valence interact psychologically to create a motivational force such that the
employee acts in ways that bring pleasure and avoid pain.