Vroom's primary research was on the expectancy theory of motivation , which attempts to explain why individuals choose to follow certain courses of action and prefer certain goals or outcomes over others in organizations, particularly in decision-making and leadership. In this theory, he suggested that motivation is largely influenced by the combination of a person's belief that effort leads to performance, which then leads to specific outcomes, and that such outcomes are valued by the individual. Vroom described the valence of a specific outcome as "a monotonically increasing function of the algebraic sum of the products of the valences of all other outcomes and his conceptions of its instrumentality for the attainment of these other outcomes. Vroom has also been a consultant to a number of corporations such as GE and American Express. From Wikipedia, the free encyclopedia. Victor Vroom.
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Together with Edward Lawler and Lyman Porter, Victor Vroom suggested that the relationship between people's behavior at work and their goals was not as simple as was first imagined by other scientists. Vroom realized that an employee's performance is based on individuals factors such as personality, skills, knowledge, experience and abilities.
The theory suggests that although individuals may have different sets of goals, they can be motivated if they believe that:. Valence refers to the emotional orientations people hold with respect to outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, time-off, benefits] or intrinsic [satisfaction] rewards. Management must discover what employees value. Employees have different expectations and levels of confidence about what they are capable of doing.
Management must discover what resources, training, or supervision employees need. The perception of employees as to whether they will actually get what they desire even if it has been promised by a manager. Management must ensure that promises of rewards are fulfilled and that employees are aware of that. 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.
Research at Cambridge. Toggle navigation Toggle navigation. Decision Support Tools. Vroom's expectancy theory The theory suggests that although individuals may have different sets of goals, they can be motivated if they believe that: There is a positive correlation between efforts and performance, Favorable performance will result in a desirable reward, The rewardwill satisfy an important need, The desire to satisfy the need is strong enough to make the effort worthwhile.
Expectancy Employees have different expectations and levels of confidence about what they are capable of doing. Instrumentality The perception of employees as to whether they will actually get what they desire even if it has been promised by a manager.
References Management and Motivation, Vroom, V. Quick Links. Department of Engineering.
Teoría de las Expectativas de Vroom
Teoria De Las Expectativas De Victor Vroom 2