BYU Idaho Victor Vrooms Expectancy Theory of Motivation Discussion

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Vroom’s expectancy theory includes three elements that measure individuals’ motivation. These factors are valence, instrumentality, and expectancy. Valence is seen as a individuals’ relationship toward the attractiveness, importance, desirability, and satisfaction of the potential outcomes, which can be either positive or negative (Van Eerde & Thierry, 1996). The instrumentality represents the relationship between perceptions of the potential outcome (Van Eerde & Thierry, 1996). The probability of which outcome an individual will select based on valence and instrumentality is defined as expectancy (if I interpret Vroom’s expectancy theory correctly). The relationship between valence, instrumentality, and expectancy is influencing our decision-making process. The goal of obtaining a Ph.D. degree in I/O Psychology relates to making changes in my current work environment, beginning with being heard by current leadership. Interestingly, (I feel) I have a strong foundation in my field, and I have a lot to offer to the HR group and the organization. By furthering my education, I hope to gain evidence-based knowledge and master building strategic, bias-free plans. The “degree of strength of [my] attraction to [the] outcome” (Ernst, 2014, p. 538) is very high, as I firmly believe that the knowledge and research-based experience I will be exposed to throughout my education will provide me the credibility (I think) I need in order to make significant changes within HR. Taking instrumentality into consideration, I am hesitant to admit that even after completing my Ph.D. program might not give me the “power” to make the necessary changes I am so strongly aiming for. The ‘why this desire is so strong’ might be a question under different topics/theories. However, it is worthwhile to think about my valences to ensure that the ‘attractiveness’ of a Ph.D. degree is driven from appropriate sources and not influenced by a condition (e.g., being employed or remaining at the same organization under the same leadership). Otherwise, in terms of expectancy theory, there would be a lack of instrumentality between completing my educational program and the potential outcome, which translates to motivational force to complete the program equal zero. However, in reality, the motivational force for completing my Ph.D. program is significantly greater than zero. Considering different outcomes and comparing their importance, attractiveness, and satisfaction will help me make the right decision, but it will also help me maintain my motivational force further. References: Ernst, D. (2014). Expectancy theory outcomes and student evaluations of teaching. Educational Research and Evaluation, 20(7–8), 536–556. https://doiorg.ezp.waldenulibrary.org/10.1080/13803611.2014.997138 Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A meta-analysis. Journal of Applied Psychology, 81(5), 575–586. https://doiorg.ezp.waldenulibrary.org/10.1037/0021-9010.81.5.575 Vroom’s valence-instrumentality-expectancy theory (VIE) proposes that a person will behave in a certain way because they are motivated to select specific actions over others based on the end result. In other words, people’s behavior results from conscious choices among alternatives, and those choices and behaviors are related to psychological processes, especially when forming attitudes and beliefs (Pinder, 2008). Vroom’s theory assumes that individuals base their actions on their own perceptions and beliefs (Pinder, 2008). When I started graduate school, my goal was to complete my degree and apply for jobs in my area of interest. My belief and thoughts were that unless I had further education and training, I would not be considered for positions in upper management. As it relates to VIE, I made the conscious decision to obtain my master’s degree in hopes of getting a position in HR and making more money. Likelihood of achievement based on VIE The likelihood that I would achieve my goals based on the VIE theory is quite high. The VIE theory proposes three things: behavior leads to job performance outcomes, the outcomes will be rewarded, and the rewards have value. In my case, the choice I made of completing my degree will affect my job performance and the reward for that choice is to get a new position and make more money. Adjustments to goal I did have to adjust my goal last year. I was taking one class in the fall and one class in the spring for the past three years because my employer was paying for them. I felt like this thought process was prolonging my goal of finishing my degree. So, I decided to take my last 4 classes back to back to finish sooner. Vroom would describe the connection between performance and outcome as instrumentality. I believe that my high-level goals are instrumental in acquiring a promotion, therefore I have placed greater valence in completing my degree. References: Pinder, C. C. (2008). Expectancy-valence theories of work motivation. In Work motivation in organizational behavior (2nd ed., pp. 363-388). New York, NY: Psychology Press. Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A meta-analysis. Journal of Applied Psychology, 81(5), 575-586. One of my main goals in my life right now is to obtain my PhD in I/O Psychology by the year 2023. Considering the Valence Instrumentality Expectancy model, I believe that my efforts will be paid off within a few years and I will create habits that will allow me to excel to the best of my ability in my coursework and to establish a foundation to write a meaningful dissertation that will contribute to my field (Pinder, 2008). The VIE model is based on work motivation that determines the level of effort exerted. It comprises of three factors: the expectancy that my hard work will lead to success in completing my doctorate degree, the belief that the success will result in the desired outcome, and the value of my doctorate degree in the marketplace to get advance my career. I have long-term goal of either being the head of a respected company or starting an organization that will have a lasting impact in my community. The basis of the VIE model is the rewards that will come to me in the form of behavior that will be valued in the organizations I work with now and in the future. The model is also based on the extrinsic motivation factors, and my career and income earned will be the respective motivations within this aspect. Based on my goals, I believe that there will be a need to alter my time management approach because of the timely completion of the course work and the eventual dissertation. My expectation is that if I put it the hard work early on, I will develop habits that will help me be successful for the remainder of my academic journey which will eventually reflect in my career. (Isaac, Zerbe, & Pitt, 2001). References Isaac, R. G., Zerbe, W. J., & Pitt, D. C. (2001). Leadership and motivation: The effective application of expectancy theory. Journal of Managerial Issues, 13(2), 212–226. Pinder, C. C. (2008). Expectancy-valence theories of work motivation. In Work motivation in organizational behavior (2nd ed.). New York, NY: Psychology Press. Vroom’s expectancy theory includes three elements that measure individuals’ motivation. These factors are valence, instrumentality, and expectancy. Valence is seen as a individuals’ relationship toward the attractiveness, importance, desirability, and satisfaction of the potential outcomes, which can be either positive or negative (Van Eerde & Thierry, 1996). The instrumentality represents the relationship between perceptions of the potential outcome (Van Eerde & Thierry, 1996). The probability of which outcome an individual will select based on valence and instrumentality is defined as expectancy (if I interpret Vroom’s expectancy theory correctly). The relationship between valence, instrumentality, and expectancy is influencing our decision-making process. The goal of obtaining a Ph.D. degree in I/O Psychology relates to making changes in my current work environment, beginning with being heard by current leadership. Interestingly, (I feel) I have a strong foundation in my field, and I have a lot to offer to the HR group and the organization. By furthering my education, I hope to gain evidence-based knowledge and master building strategic, bias-free plans. The “degree of strength of [my] attraction to [the] outcome” (Ernst, 2014, p. 538) is very high, as I firmly believe that the knowledge and research-based experience I will be exposed to throughout my education will provide me the credibility (I think) I need in order to make significant changes within HR. Taking instrumentality into consideration, I am hesitant to admit that even after completing my Ph.D. program might not give me the “power” to make the necessary changes I am so strongly aiming for. The ‘why this desire is so strong’ might be a question under different topics/theories. However, it is worthwhile to think about my valences to ensure that the ‘attractiveness’ of a Ph.D. degree is driven from appropriate sources and not influenced by a condition (e.g., being employed or remaining at the same organization under the same leadership). Otherwise, in terms of expectancy theory, there would be a lack of instrumentality between completing my educational program and the potential outcome, which translates to motivational force to complete the program equal zero. However, in reality, the motivational force for completing my Ph.D. program is significantly greater than zero. Considering different outcomes and comparing their importance, attractiveness, and satisfaction will help me make the right decision, but it will also help me maintain my motivational force further. References: Ernst, D. (2014). Expectancy theory outcomes and student evaluations of teaching. Educational Research and Evaluation, 20(7–8), 536–556. https://doiorg.ezp.waldenulibrary.org/10.1080/13803611.2014.997138 Van Eerde, W., & Thierry, H. (1996). Vroom’s expectancy models and work-related criteria: A meta-analysis. Journal of Applied Psychology, 81(5), 575–586. https://doiorg.ezp.waldenulibrary.org/10.1037/0021-9010.81.5.575
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Discussion
One of my main goals in my life right now is to obtain my PhD in I/O Psychology by the year
2023. Considering the Valence Instrumentality Expectancy model, I believe that my efforts will
be paid off within a few years and I will create habits that will allow me to excel to the best of
my ability in my coursework and to establish a foundation to write a meaningful dissertation that
will contribute to my field (Pinder, 2008).
The VIE model is based on work motivation that determines the level of effort exerted. It
comprises of three factors: the expectancy that my hard work will lead to success in completing
my doctorate degree, the belief that the success will result in the desired outcome, and the value
of my doctorate degree in the marketplace to get advance my career. I have long-term goal of
either being the head of a respected company or starting an organization that will have a lasting
impact in my community.
The basis of the VIE model is the rewards that will come to me in the form of behavior that will
be valued in the organizations I work with now and in the future. The model is also based on the
extrinsic motivation factors, and my career and income earned will be the respective motivations
within this aspect. Based on my goals, I believe that there will be a need to alter my time
management approach because of the timely completion of the course work and the eventual
dissertation. My expectation is that if I put it the hard work early on, I will develop habits that
will help me be successful for the remainder of my academic journey which will eventually
reflect in my career (Isaac, Zerbe, & Pitt, 2001).
References

Isaac, R. G., Zerbe, W. J., & Pitt, D. C. (2001). Leadership and motivation: The effective
application of expectancy theory. Journal of Managerial Issues, 13(2), 212–226.
Pinder, C. C. (2008). Expectancy-valenc...


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