Title: Vroom's Expectancy Theory of Motivation: Definition, Principles & Uses
Headings: Vroom’s Expectancy Theory of Motivation: Definition, Principles & Uses
Vroom’s Expectancy Theory of Motivation: Definition, Principles & Uses
Table of Contents
How the Expectancy Theory of Motivation Works
How to Calculate Motivation With the Expectancy Theory
How to Use the Expectancy Theory in Business
How to Use the Expectancy Theory in Life
Expectancy Theory of Motivation Examples
Problems With the Expectancy Theory of Motivation
Expectancy Theory Advantages and Disadvantages
Expectancy Theory of Motivation Advantages
Expectancy Theory of Motivation Disadvantages
Frequently Asked Questions (FAQs)
What are the Three Components of the Expectancy Theory?
What is Herzberg’s Theory of Motivation?
What is the Reinforcement Theory of Motivation?
Training is Most Relevant to Which Relationship in the Expectancy Theory of Motivation?
Are There Other Related motivational theories?
Conclusion

Content: Conversely, if one or both of these thresholds are not met (due to negative valence, expectancy, and instrumentality), then your motivational force will either be low or negative. You can depict your motivation using the following formula: Motivational Force (MF) = Expectancy x Instrumentality x Valence
You can see from the formula that if any of the three components of this motivational theory are negative or low it can affect motivation. When trying to motivate yourself or others, keep this equation in mind and keep track of the resulting motivational force. Over time, you can increase motivation by increasing each of its three components. How to Use the Expectancy Theory in Business
The expectancy theory is typically a management or business principle, although it can be used for self-motivation. When it comes to business, managers and executives within companies use this theory to motivate their employees. This is because often times in business, people are often motivated by rewards like raises and will put in more effort if they believe their effort will result in their expected reward. For example, the expectancy theory predicts that employees will be motivated when they feel that: Adding more effort to their work will result in better job performance
This increase in performance will result in business rewards, like an increase in salary
These business rewards are actually coveted or wanted by the individual employee
In order to have a better chance of incentivizing a positive performance or outcome, managers need to ensure that the rewards being offered tie closely to the performance desired.