slides of theory of expectancy core topic of Psychology.

3. Objectives
 Expectancy Theory in the Organizational Behavior.
 Basic three components of the Expectancy Theory.
 The meaning of the Expectancy Theory.

4. Victor Vroom
 Business school professor at
Yale University
 He made psychological analysis
of behavior in organization
focusing on leadership and
decision –making

5. Victor Vroom
 He published several books that were
acknowledged as the breakthroughs in
the study of organizational behavior
such as:
“Leadership and Decision-
Making”
“The New Leadership”

6. WHAT IS
EXPECTANCY
THEORY?

7.  "The basic idea behind the theory
is that people will be motivated
because they believe that their
decision will lead to their desired
outcome" (Redmond, 2009)

9. Expectancy Theory
The theory states that individuals have different sets of
goals and can be motivated if they believe that:
1. There is a positive correlation between efforts and
performance.
2. Favorable performance will result in a desirable reward.
3. The reward will satisfy an important need

10. Expectancy Theory
Proposes that a person will decide to
act in a certain way because they are
motivated to select a behavior over
other behaviors due to what they
expect the result to be.

12. Expectancy Theory is Based on four
assumptions:
1. A person join an organization with expectations
about their needs, motivation and past experiences
2. An individual’s behavior is a result of conscious
choice
3. A person want different things from the organization
(good salary, promotion, fulfillment etc)
4. A person will chooses among alternatives to be able
to optimize outcomes for them personally.

13. 3 Components of the Expectancy Theory
 Expectancy
 Instrumentality
 Valence
Low Probability High Probability
0 +1
Low Probability High Probability
0 +1
-1 0 +1
Strong PreferenceIndifferenceStrong Avoidance

14. Motivation

15. Instrumentality
The perception of the person that if
he or she person performs well, a
desired outcome will result from it.

16. Valence
 This refers to the person’s emotional orientation to
the value of the outcome or rewards that were
brought about by the person’s effort to the
performance shown.
Intrinsic Factors are those that are driven by
internal rewards such as satisfaction and pleasure
felt when a task is accomplished.
Extrinsic Factors are those that are external
rewards such as promotion, increase in salary etc.

17. What the management should do?
 The management must know what
supervision, trainings or resources the
employees needs
 The management must ensure that
promises of rewards are fulfilled and that
the employees are made aware of that
 The management must know the employees
value.