Vroom’s Expectancy Theory (ET) talks about motivation and management, explaining

Question

Vroom’s Expectancy Theory (ET) talks about motivation and management, explaining that an employee’s performance is based on “individual factors such as personality, skills, knowledge, experience and abilities” ("Motivation and management," n.d.). The theory is based on the following three beliefs:

Valence (The emotional depth people “want” a reward- money, promotion, time off)

Expectancy (Employees have different expectations of what they can accomplish- Management must find what resources, training or supervision each individual needs).

Instrumentality (The perception of the individual of whether or not they’ll get what has been promised- Management must ensure promises of rewards are met).

("Motivation and management," n.d.)

In light of this, what is a manager’s responsibility to this end? What must a manager do in order to determine these factors for those working for him/her? If practiced well, what do you see as benefits for both employees and managers in terms of job satisfaction, trust, loyalty and performance? How does diversity factor in here?

Motivation and management. (n.d.). Retrieved from http://www.valuebasedmanagement.net/methods_vroom_expectancy_theory.html

Explanation / Answer

The manager's resposibility to this end is as follows:

In order to determine these factors managers can do the following:

In terms of job satisfaction, trust, loyality and performance, both employees and managers have following benefits:

Diversity is here in terms of challenging and dynamic jobs and high degree of correlation between rewards and performance.

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