Some employees are motivated to go to work during a snowstorm because they have high expectancy, instrumentality, and valence. Employees with high expectancy believe that with effort they can complete their tasks. Those with high instrumentality believe good performance will lead to rewards. Employees with high valence highly value the potential rewards. Other employees do not go to work because they lack one or more of these factors. They may not believe effort will lead to good performance, that performance connects to rewards, or that rewards are worthwhile. According to expectancy theory, motivation is highest when all three factors - expectancy, instrumentality, and valence - are high.

1. Victor Vroom’s Expectancy
Theory
by
NORAIN BINTI ZAINAL
2011210522
ADM501 – ORGANIZATIONAL BEHAVIOR
for
MISS JULIZAERMA MOHAMAD KHUDZAIRI

2. QUESTION.
Use all three components of
expectancy theory to explain why
some employees are motivated to
show up for work during a snowstorm
whereas others don’t make any effort
to leave their home.

3. INTRODUCTION
 Motivation – force that drive a person into
action
 This model based upon the assumption that
the man is a rational being & will try to
maximize his pay off
 Choose the alternative that give the most
benefit
 Motivation to work is strongly determined by
– individual perception that a certain type of
behavior will lead to certain type of outcome
and his personal preference for the type of
outcome

4. OVERVIEW
Expectancy Instrumentality Valence
• “Can I achieve • “What work • “How highly do
the desired outcomes will I value work
level of task be received as outcome?”
performance?” a result of the
performance?”

5. Expectancy Theory
 The theory assumes that behavior
results from conscious choices among
alternatives whose purpose is to
maximize pleasure and minimize
pain.
 Key elements:
◦ Valence (V)
◦ Instrumentality (I)
◦ Expectancy (E)

6. Valence
 The emotional orientation people hold with respect
to outcomes (rewards).
 Value varies from -1 to +1.
 -1  individual prefers not accomplish an outcome
compared with achieving it.
 0  individual is unconcerned to the outcome.
 +1  individual has the strong preference to the
outcome.
 Valence must be +1  for higher motivation.

7. Valence
 -1  employees feels that the rewards that
they received are not worthy with their
efforts to show up for work during a
snowstorm.
 +1  employees are motivated go to work
during a snowstorm as they has the high
inclination to the outcome.

8. Instrumentality
 The belief that the first level outcome will
lead to the second level outcome.
 Value varies from 0 to 1.
 High instrumentality rate  employee sees
that promotions are based on performance.
 Low instrumentality will be made if the
employee fails to see the relation between
performance and reward.

9. Instrumentality
 Employees believed that excellent
performance will be given a good rewards
 they will be motivated to come to work in
any conditions
 If employees didn’t see the correlation
between performance and reward they don’t
care and not make any effort to leave their
home.

10. Expectancy
 The belief that an effort will lead to
completion of a task.
 Value varies from 0 to 1.
 0  employee sees no possibility that any
effort will lead to the desired performance.
 1  employee is confident that the task will
be completed.

11. Expectancy
 Don’t make any effort to leave home during
snowstorm  employee believed that he
will not achieved the desired performance
even he come to work.
 Motivated to show up for work  with the
right amount of effort he is confident the
task will be completed.

12. Managerial Implications of
Expectancy theory
 According to Expectancy theory:

13. Influence of components in
Expectancy theory of motivation
Valenc Instrume Expect Motiva
e ntality ancy tion
High High High High
Low High High
Moderat
e
High Low High
Moderat
e
Low Low High Low

14. CONCLUSION
The Expectancy Theory of Victor
Vroom deals with motivation and
management. It assumes that
behavior result from conscious
choices among alternative whose
purpose it is to maximize pleasure and
minimize pain.

15. THANK YOU 
Q&A