The expectancy theory of motivation is a well-known motivation theory developed by Victor Vroom, a Canadian psychologist. The theory suggests that an individual’s motivation to perform a particular task is based on expectancy, instrumentality, and valence. Expectancy refers to the belief of an individual that their effort will result in a specific level of performance. Instrumentality is the belief that good performance will lead to specific outcomes such as rewards or recognition, and valence is the individual value placed on those outcomes.
According to the anticipation hypothesis, people have varied motivational needs and can be inspired to take action if they know what to expect. This theory explores the decision-making processes that people go through. Vroom argues that deciding how much effort to put into a given endeavor is the crux of motivation. A two-stage sequence of expectations (effort leading to performance leading to a specified outcome/reward) underpins this selection. First, an individual’s motivation is influenced by their belief that a predetermined amount of effort will lead to the desired outcome (Rowley & Harry, 2019). Employees are more likely to be motivated to work toward a performance objective if they believe there is a positive likelihood of receiving a reward.
Purpose and Function of the Theory
The intended purpose of the expectancy theory of motivation is to explain why individuals choose to behave in certain ways based on their beliefs about the outcomes of their actions. The theory is intended to help managers and leaders understand what motivates their employees and create a work environment that encourages high motivation levels.
The expectancy theory of motivation is widely recognized and explains how individuals make decisions regarding various actions or behaviors. This theory aims to understand the factors that motivate individuals to perform certain behaviors and how they evaluate their abilities and the outcomes of their actions. The theory suggests that individuals are motivated when they believe their efforts will lead to good performance, good performance will lead to rewards, and rewards will satisfy their needs. In other words, individuals are motivated when they believe that their efforts will result in desired outcomes. This theory emphasizes the importance of three key factors; expectancy, instrumentality, and valence (Hiriyappa B, 2018). Expectancy is the belief that effort will lead to good performance, instrumentality is the belief that good performance will lead to rewards, and valence is the value individual places on the rewards. The theory suggests that if any of these factors are weak, then motivation will be low. Therefore, managers need to ensure that employees have the necessary skills and resources to perform their jobs well, that good performance is rewarded, and that the rewards are valued by employees (Korzynski, 2021). Overall, the expectancy theory of motivation helps managers understand why employees behave in certain ways and how they can motivate them to perform at their best. By creating a work environment that fosters high expectations, provides opportunities for rewards, and values the needs of employees, managers can improve the motivation and performance of their teams.
Strengths of the Theory
The strengths of the expectancy theory of motivation are that it provides a clear framework for understanding how individuals choose to behave in the workplace. It acknowledges that individuals have different values and beliefs that impact their motivation. The theory also recognizes the importance of rewards and recognition in motivating individuals.
Rewards and incentives raise workers’ expectations. With well-defined objectives, this could spark a motivational process that yields enhanced output. With an understanding of the ideas behind expectation theory, upper management may better assemble high-performing teams to achieve organizational objectives (Gaffney, 2021). They will have a clearer idea of what to provide to inspire their staff, be on the lookout for areas of weakness that may be addressed through training, and promise to follow through with a reward.
Weaknesses of the Theory
However, the theory has some limitations. It assumes that individuals have complete information about the outcomes of their actions, which may not always be the case. The theory also assumes that individuals are always rational and make decisions based on a careful analysis of the outcomes of their actions. In reality, individuals may not always act rationally, and their behavior may be influenced by emotional factors, social pressures, and other factors outside their control (Gaffney, 2021). Despite these limitations, the expectancy theory of motivation remains useful for understanding human behavior in the workplace.
Another shortcoming of expectancy theory occurs when management provides specific motivations and perks, but the workers do not appreciate or believe in them. Management’s primary tool for shaping team behavior, and if rewards are not high enough in perceived value, they risk demotivating workers. Managers may think that an employee would be motivated by a pay raise of $5 per week, but the worker may not see the value in the rise until it is at least $10. The incomprehension of upper management is to blame for the worker’s lack of inspiration (Hiriyappa B, 2018).
Theory Evaluation from Scripture
The expectancy theory of motivation, as proposed by Victor Vroom, is based on the idea that individuals will be motivated to be successful if they believe that by doing so, they will attain a reward that they value. While this statement has a degree of truth, the biblical view of motivation remains largely focused on emphasizing love, justice, mercy, and faith. As stated in Proverbs 16:3, “Commit to the Lord whatever you do, and he will establish your plans.” This scripture reinforces the idea that God is the ultimate source of motivation, not external rewards or outcomes. Therefore, for followers of the Christian faith, it would be impossible to support the concept of Expectancy theory of motivation entirely, as the biblical perspective instead values factors beyond performance-based external rewards.
The Expectancy theory of motivation proposes that individuals are motivated to pursue a certain behavior when they perceive it will lead to desirable outcomes. This theory suggests that a person’s expectations of positive outcomes influence their motivation. Verses from the Bible provide helpful insight into this concept.
In Proverbs 13:12, we are warned that the hope of the righteous will not be disappointed but will come to a realization. This emphasizes the importance of having hope and expectations to reach our goals. In Matthew 5:6, we are instructed to seek the kingdom of God first, which speaks to the idea of expectantly acting toward a greater good. This adds to the idea that individuals must strive to reach their goals with optimism, preparing them to be motivated when they reach success.
In Philippians 4:13, Paul encourages the church by pointing out the importance of having the strength and hope in God. This verse assures us that we can be rewarded for our efforts with faith and determination. This is essentially what motivates individuals when they pursue a certain behavior. The expectancy theory of motivation fits well with the principles outlined in scripture. With hope, determination, and faith in God, we are more likely to strive for excellence and be motivated to reach our goals.
The Expectancy Theory of motivation, which suggests that people make choices based on their expectations of the outcomes of those choices, aligns well with biblical teachings. In Ephesians 3:20, Paul emphasizes the importance of making choices motivated by God’s promises, stating that God can do “exceedingly abundantly above all that we ask or think.” However, in the trial of Stephen and the parable of the sower (Acts 7:51-53; Matthew 13:18-23), it is shown that people often make the wrong choices when they do not fully invest in understanding the truth. As Christians, it is crucial to strengthen and pray for each other to stay steadfast in making choices that align with God’s will (James 5:16). By doing so; we become more motivated to live a life that reflects the Way of God (John 14:6).
References
Bible Society Australia. (2017). The Holy Bible: new international version. Bible Society Australia.
Denis. (2018, October 16). Expectancy Theory. Expert Program Management; EPM. https://expertprogrammanagement.com/2018/10/expectancy-theory/
Gaffney, C. (2021). Strengths & Weaknesses of the Expectancy Theory. Bizfluent. https://bizfluent.com/info-8672752-strengths-weaknesses-expectancy-theory.html
Hiriyappa B. (2018). Management of Motivation. PublishDrive.
Korzynski, P. (2021). Employee motivation in a new working environment. International Journal of Academic Research, 5(5), 184–188.
Rowley, C., & Harry, W. (2019). Expectancy Theory – an overview | ScienceDirect Topics. Www.sciencedirect.com. https://www.sciencedirect.com/topics/social-sciences/expectancy-theory
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