GROUP MEMBERS
• FELIX SULANI MED-PPL-57-23
• SANDRA MKANDAWIRE MED-PSYCH-11-23
• GIFT ALFONSO MED-PPL-21-23
• ALINAFE KAPITO MED-PPL-59-23
• JONATHAN MAKUTA MED PPL-51-23 • GLORIA THOM MED-PPL-60-23
EXPECTANCY
THEORY
Victor Vroom 1964
INTRODUCTION
• The Theory was developed by Victor Vroom in 1964
• Theory seeks to explain and predict individual behaviour in the workplace
• Thus it postulates that employees are motivated to act in a certain way based on their
belief that such actions will lead to desired outcome.
WHAT THE THEORY IS ALL ABOUT
• Expectancy Theory states that intensity of work effort depends on the perception that the
individuals effort will result in the desired outcome.
• People work hard when they believe increasing their efforts will improve their
performance and in the end lead to getting rewards.
ELEMENTS OF THE THEORY
• There are 3 main elements namely;
• Expectancy
• Instrumentality
• Valence
EXPECTANCY
• It is the belief that increased effort put into a task will result in the desired outcome.
• If one raise effort the reward will increase or raise as well
FACTORS NEEDED TO MANAGE EXPECTANCY
i.
Perceived goal difficulty
i.
Influences how much effort you put in and that’s the eventual performance
outcome.
ii. Confidence
i.
A persons belief in his ability to complete a task significantly influences effort,
performance and eventual outcome
iii. Control/authority level
i.
The level of control the employees have can influence their performance.
INSTRUMENTALITY
• Is the belief that you will be awarded if you meet the goal expectations
• For instrumentality to increase the motivation managers should follow the guidelines
below;
• Communicate the reward to the employees are expected to receive
• Define clear expectation about the reward
• Build trust and motivation by keeping your word and giving rewards when they are
due.
VALENCE
• This has to do with how much an individual value the reward
• Its how much important the reward is to you.
• Some individuals take it positively others negatively valued
• It depends on the individual needs, goals, preferances,experiences and background.
IMPLICATIONS OF THE THEORY IN EDUCATION
• People change their level of effort according to the value they place on the rewards they
receive from the process
• Effort and performance will result in the desired reward
APPLYING THE THEORY IN EDUCATION SETTING
• Find out the students/teachers needs, values, goals and preferences.
• Give tasks that can be accomplished within a given schedule.
• Inform the students/teachers about the rewards they will get.
• Set the criteria for awarding best performing student/teacher in different sections.
• Create an awareness of the criteria to the students/teachers
• Zodiak Best Girl Award
• Best Performing Teacher Award
• National Council for Higher Learning Career Talk
CONCLUSION
•
•
•
•
Expectancy Theory is seen as mathematical equation
Motivation =Expectancy*Instrumentality*Valence
If any of these elements is low, so motivation is Zero
3 Points to Consider
• Set the work that can be accomplished
• Deliver promises made
• Rewards given must be satisfactory.
THE END