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Use of Expectancy Theory in Hrm

In: Business and Management

Submitted By ExcellentOne
Words 881
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Introduction This theory was first proposed by Victor Vroom back in the year 1964. He insisted more on the outcomes unlike Herzberg and Maslow who insisted more on the needs of individuals. The theory explains that individuals will tend to perform in particular manners depending on the intensity of expectation whereby definite outcomes will follow their performances on the appeal of the outcome to the individual. The theory shows a positive correlation between efforts and performances whereby, if favorable performance produces good results, and the results satisfies a crucial need, the individual’s desire to satisfy a need remains even more strong such that it drives forward the performance of the individual. Vroom strongly holds that the behavior of an individual will mostly result from various choices made among various alternatives with the intention of minimizing pain and pressure on the individual. The major factors influencing choices includes; expectancy, valance and instrumentality. The theory also insists that the intensity in which an individual wants a reward will motivation him/her towards performance. The level of significance associated to an individual about the expected outcome will be the driving force or the valence. This will be the expected and not the actual level of satisfaction that the individual expects to gain after he/she achieves the goals.
Basis of the expectancy theory
The theory is based upon three main ideas that helps explain individual’s motivation. They include: (Maher, 2012)
Expectancy
Expectancy is the faith or believes that better efforts of the individuals will attain them better performance. The expectations of the individuals will most certainly be affected by factors such as availability of crucial information, efficient support to complete a job and availability of efficient

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