Vrooms Model Of Expectancy Theory - Solution is Just a Click Away

Question: 1.Describe Vrooms Model of Expectancy Theory. 2.Describe how the model measures motivation. 3.Explain how the measure of valence can aid staffing issues in an organization. Answer: Introduction: In present times, the employees in the arrays of workplace get to face several kinds of moral and ethical stress and problems. These often effects in their ability of decision-making and job performance Work pressure leading to low self-confidence, the ethical dilemma in a different business culture, inability to reach the desired target, low Extraversion on the part of the employees, inability to be adjusted with the work atmosphere (Yeheyis etal., (2016), the problems can be of any kind. However, on the part of the employers the ethical and sustainability issues of the employees get little importance. As a result, the employees may face a low moral adjustability that may hurt the companys profitability in the long-term. The expectancy theory of Victor Vroom ensures a corporate culture that rewards and encourages ethical behavior (nationalforum.com, 2016). The theory helps to increase the orientation of the employees with the organization. Vrooms Model of Expectancy: The expectancy theory of Victor Vroom assumes that the behavior of the employee results from serious and conscious choices from alternatives provided by the company, which will maximize pleasure and minimize pain. The Expectancy Theory ensures motivation for the employees if they believe in the relation between their working harder leading to better performances. The theory ensures successful result even if the goals are different for each employee. The betterment in performances will bring in desired reward. However, the reward encourages further hard work to satisfy further needs (Yeheyis etal., 2016). The theory in the long run confirms a profitable and strong employee base for the company. The followings are the key concepts through which the theory works on the employees: Expectancy: Expectancy is the belief of the employees that increased labor will lead to a betterment of the performance leading them to reach the desired goal. Different employees can have different expectancies and levels of confidence regarding their abilities. Expectancy ensures employees to believe in their abilities to achieve the goal, controlling as they have perceived leading to a successful performance in their job role. Expectancy results in the Instrumentality and Valence of the employee. Instrumentality: Instrumentality ensures the belief of a value outcome as a result of hard work. Instrumentality can result in great profitability for the company. Instrumentality implements this belief in an employee that, If I do a good job, there is something in it for me. (Renko etal., 2012). The degree to which an employee achieves a value result will result in further labor and hard work in achieving a more valued outcome. In the long run the hard work of an employee, targeting the outcome leads to the profitability of the company. Valence: Valence deals with the importance that an employee gives to the rewards o the expected outcome. This importance comprises of things such as their basic needs, motivation, goals preferences to mention a few. Valence is characterized by the degree to which an employee values his outcome, and this acts as a driving force in their performance (Hsu etal., 2014). However, valence does not ensure satisfaction but an intense force in reaching the satisfaction. However, in order to ensure the continuation of the motivation and the profitability the company must ensure the employee never reach a point of satisfaction regarding the results. Satisfaction might result in decreasing the valence leading to stagnation in productivity. Measure of Valence aiding staffing issues: Valence acts as a driving force to ensure a continuous productivity and profitability from the employee and in the long run for the company. The valence of an employee is led by several emotional and personal components like the personal needs, preferences, target or goal and an expected value for the outcome of the work of the employee. For example it is the personal need or the expected target or promotion of an employee that acts as a valence leading to a greater productivity in their job role. However, since Expectancy theory is applied for the motivation of the employees in order to ensure the profitability of the company. thus it is important or the company to ensure that the valence must continue among the employees and the needs and expectation must be renewed. For Valence, an employee gives to the job every possible effort to reach the satisfaction. The satisfaction must not be reached for that will decrease the valence and stagnation in the profitability of the employees an d the company (Hsu etal., 2014). Conclusion: It is important for a corporation to retain the force of work among the employees. However, the cross cultural atmosphere, different ethical standpoints acts as a hindrance towards the expected profitability. Herein is the importance of the theory of expectancy, and to be precise the importance of Valence that provides a motivation in the employees driving them towards their targeted achievement. Which however, ensure the profitability of the company. Reference: Estes, B., Polnick, B. (2012). Examining motivation theory in higher education: An expectancy theory analysis of tenured faculty productivity.International Journal of Management, Business, and Administration,15(1), 1-7. Hsu, D. K., Shinnar, R. S., Powell, B. C. (2014). Expectancy Theory and Entrepreneurial Motivation: A Longitudinal Examination of the Role of Entrepreneurship https://www.nationalforum.com/Electronic%20Journal%20Volumes/Luneneburg,%20Fred%20C%20Expectancy%20Theory%20%20Altering%20Expectations%20IJMBA%20V15%20N1%202011.pdf [Accessed 12 Sep. 2016]. Renko, M., Kroeck, K. G., Bullough, A. (2012). Expectancy theory and nascent entrepreneurship.Small Business Economics,39(3), 667-684. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Yeheyis, M., Reza, B., Hewage, K., Ruwanpura, J. Y., Sadiq, R. (2016). Evaluating motivation of construction workers: a comparison of fuzzy rule-based model with the traditional expectancy theory.Journal of Civil Engineering and Management,22(7), 862-873.