Expectancy Theory of Motivation.
Victor Vroom is a much-respected professor and researcher in the business world, and works at the Yale Business School as well as serving as a consultant for some of the world’s most successful companies.
This elevated status is due in no small part to his expectancy theory of motivation, which addresses the reasons why people follow the path that they do within corporations.
His proposition was that behavior results from choices made by the individual where the choice exists to do something else. The underlying truth in this theory is that people will do what works out best for them, the important element is the outcome.
Vroom worked on this theory with fellow business scientists Edward Lawler and Lyman Porter.
The theory dates back to 1964 and is still widely used by professors.
While the process is characterized as Effort, Performance, Outcome, and more specifically as E>P (increased Effort leads to a greater Performance) and...P>O (increased Performance brings a better Outcome) he takes notice of the fact that greater effort will not happen all by itself.
What makes a satisfactory outcome for one individual may not necessarily work for another.
People in the workplace are individuals and behave in different ways but equally, all of these people, and others, play a major part in making up a workplace.
"The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something different" Rick Pitino
Victor Vroom is a much-respected professor and researcher in the business world, and works at the Yale Business School as well as serving as a consultant for some of the world’s most successful companies.
This elevated status is due in no small part to his expectancy theory of motivation, which addresses the reasons why people follow the path that they do within corporations.
His proposition was that behavior results from choices made by the individual where the choice exists to do something else. The underlying truth in this theory is that people will do what works out best for them, the important element is the outcome.
Vroom worked on this theory with fellow business scientists Edward Lawler and Lyman Porter.
The theory dates back to 1964 and is still widely used by professors.
While the process is characterized as Effort, Performance, Outcome, and more specifically as E>P (increased Effort leads to a greater Performance) and...P>O (increased Performance brings a better Outcome) he takes notice of the fact that greater effort will not happen all by itself.
What makes a satisfactory outcome for one individual may not necessarily work for another.
People in the workplace are individuals and behave in different ways but equally, all of these people, and others, play a major part in making up a workplace.
"The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something different" Rick Pitino
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