In-Depth Summary of Expectancy Theory

In-Depth Summary of Expectancy Theory

In today’s organization, there is a need for ways in which to effectively motivate employees. Expectancy theory addresses the underlying issues that are associated with the belief that a performance or outcome is attainable. Developed initially by Edward Tolman and Kurt Levin, introduction of the theory into the workplace was not achieved until quite some time later by Victor Vroom (Bradt, 1996). It is his first utilization of the theory that enabled others to develop and recognize the potential the theory played in motivating individuals. This essay will address not only the fundamental mechanics behind expectancy theory, but also how it can be correlated with education, performance appraisals, and leadership roles in the workplace.

When an individual is confronted with a task within the workplace they first assess if the effort that is required will produce a successful performance. Underlying issues such as self-esteem, educational background, and duration of the task all can aid in the individual's perception of probability in achievement. If an individual's perception of the task has a high probability of success, then motivation will ensue. Subsequently, if the individual feels there is little chance, then a lack of motivation occurs. From there the individual will attempt to analyze the probability that if this task is achieved, the desired outcome or reward will be acceptable and bestowed. This analysis of probability is labeled performance-to-outcome expectancy (Moorhead & Griffin, 2001). Desired outcomes vary depending on the individual’s needs, wants, and expectations. It is with this knowledge of diverse needs that the manager is able to realize the potential differences in how to best satisfy the employee’s outcome perception. This assessment of importance of the outcome to the individual is its valence. Having discussed the fundamentals involved with expectancy theory, we will know look more closely at how it can further be applied to motivation through education in the workplace.

Studies have shown that there is a definite correlation between education and motivation amongst employees. When an individual assess their effort-to-performance probability, factors such as self-esteem and expectations can play a significant role. Lack of basic fundamental skills among individuals who have ...

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...nd a feeling of insecurity there is now more then ever a reason for the organization to develop more effective ways to motivate employees. After analyzing just a few of the hybrids associated with expectancy theory, it is clear that employee perceptions and expectations play a vital role in the success and productivity of the organization. The ability of the manger not only to identify, but also to utilize, this information is essential in fostering an environment of willing and highly motivated employees. Through analyzing and offering education, relevant performance appraisals, and leadership an environment of motivation can be achieved.

Works Cited:

Bradt, J. (1996, March). Pay Employees for Their Contributions. Personnel Journal New Product News Supplement, 7-9.

Clinton, M. (1998, Nov). Uncertain Effects: Can Basic Skills Education Improve Motivation. Technical Training, 9(6), 35-37.

Isaac, R. & Zerbe, W. (2001, Summer). Leadership and Motivation: The Effective Application of Expectancy Theory. Journal of Managerial Issues, 13(2), 212.

Moorhead, G. & Griffin, R. Organizational Behavior: Managing People and Organizations. Boston: Houghton Mifflin Company, 2001.