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Therefore, how hard they worked, or rather, the intensity of their performance at work, was driven by what they perceived that effort would lead to.
Vroom’s theory is certainly similar to other behavioral theories that tie the relationship between consequences and motivation together.
Vroom argues that the more we believe our performance at work will be rewarded and recognized, the more driven we will be to perform more, or with more intensity.
Expectancy theory is also sometimes referred to as VIE theory, referring to its three core components: expectancy, instrumentality, and valence.
Expectancy refers to the strength of the link between a person’s effort and performance. An example of such: If I respond to 10 emails per hour, I will likely complete most of my work by 6 pm.
Instrumentality refers to the relationship that is perceived between behavior and the outcome that is being sought. An example of such is: If I work two extra hours per week, I will likely be promoted by the end of the year.
Valence refers to how much an individual pursues a particular outcome. An example of such is: It is of the utmost importance for me to receive a promotion by the end of the year.
These three factors—valence, instrumentality, and expectancy—can be understood as measurable probabilities when examined in the "real world."
This means that a person who would be willing to work extra hours and put in extra effort to move toward a desired outcome may also perceive that achieving their desired outcome is unlikely.
This realization of a low probability of a desired outcome can be very demotivating. In contrast, those who perceive their desired outcome to be very likely may have strong motivation.
Ultimately, expectancy is the person’s belief and, importantly, hope, that giving increased effort to a given task will produce the outcome they desire.
Since Vroom first published the theory, there have also been additions to the theory. One is that a worker’s behavior is driven by more than just particular outcomes.
Factors such as job satisfaction, promotion (or potential demotion), reprimands, and other negative consequences, such as being fired, play significant roles.
Of course, motivation is a complex science. Multiple dynamic factors in different environments may impact how it is affected.
Although expectancy theory is often utilized to both understand and increase motivation in work contexts, there are several limitations that have been observed.
One such critique is that there is no baseline for rationality. Meaning that humans “vary in the degree of rationality,” often acting irrationally.
There is a great variance in how people process information. Therefore, there is a wide range of perceptions, even when behaving rationally.
Humans do not have constant awareness of themselves, their environments, or the different factors that may be encouraging or demotivating them.
The belief that increased effort on a particular task will necessarily yield a desired outcome is “intuitively correct,” but human behavior is far more complex.
So, how can we apply the theory in pursuing our own personal or professional goals? How can we better understand the motivations that drive our behavior?
According to Positive Psychology, we can “boost” expectancy through skill-building. To this end, we identify the gaps that are keeping us from achieving our goals.
Vroom’s theory emerged from his study on motivation in the workplace setting. His observation was that a person’s behavior was rooted in the results or consequences they anticipated.
In 1964, Canadian psychologist Victor Vroom developed expectancy theory while at the Yale School of Management. Expectancy theory has endured all these years because of its explanation of human motivation.
Once we identify the gaps, we can come up with a series of strategies that develop these skills to increase the expectancy of success.
In considering instrumentality, we have to identify the relationship between our efforts and our achievements. To this end, we can harbor greater certainty in the instrumentality of our behavior.
In terms of valence, we have to identify goals that are more likely to motivate us and sustain the efforts necessary to move toward our desired outcome.
To this end, goals must be both highly desirable and clear. We have to be able to anticipate and value the outcomes we seek.
There are a number of tools one can use to work toward developing this framework. Working with an experienced career coach is one of those options.
We can also use tools like SMART (specific, measurable, achievable, relevant, and time-bound) worksheets on our own.
Sources: (Positive Psychology) (The Decision Lab)
See also: Why you have no motivation to work (and what to do about it)
Developed by Canadian psychologist Victor Vroom, expectancy theory argues that individuals engage in particular behaviors due to their incentive belief in expected outcomes. This idea posits that humans' decisions to behave in a particular way are influenced by perceived anticipated rewards, as well as the understanding that that particular behavior will lead to a specific result.
Learn more about this intriguing theory by clicking through the gallery.
Expectancy theory: how expectations shape our behavior
How expecting certain outcomes determines our behaviors
LIFESTYLE Psychology
Developed by Canadian psychologist Victor Vroom, expectancy theory argues that individuals engage in particular behaviors due to their incentive belief in expected outcomes. This idea posits that humans' decisions to behave in a particular way are influenced by perceived anticipated rewards, as well as the understanding that that particular behavior will lead to a specific result.
Learn more about this intriguing theory by clicking through the gallery.