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In todays workplace motivating employees to perform plays a key role in the development of high performance individuals and therefore teams Understanding what motivates then is key to getting results Managers then must have a thorough understanding of what motivates their employees to form successful and productive teams One of the main theories that managers can utilize to help explain what motivates was developed by Victor Vroom Vroom developed a theory called Expectancy Theory ET that helps calculate an individuals motivation level For the purpose of this paper we will analyze how my current manager has contributed to my motivation level in the different facets of expectancy theory and whether or not they were effective in motivating me We will first define expectancy theory to use as a framework in order to make this analysis Then we will describe the current workplace situation at INSERT COMPANY NAME HERE Lastly we will analyze each facet of ET in respects to my current manager to make our decision as to whether she has been an effective motivator Discussion ET is a powerful tool in the arena of understanding employee motivation It is defined by Schermerhorn Hunt and Osborn as an internal force that accounts for the level direction and persistence of effort expended at work To fully utilize ET we must first understand all of its components Once we have done this we can begin analysis of my current managers motivational success or failure Vroom states that motivation is a function of three different factors expectancy E instrumentality I and valence V Expectancy deals with an employees beliefs on effort-performance relationships Instrumentality deals with an employees beliefs on work-outcome relationships Lastly valence deals with an employees beliefs on desirability of these work-outcomes Vroom uses these three factors as a base for his equation that rationalizes ET He measures expectancy and instrumentality on a scale of 0 to 1 and valence on a scale of -1 to 1
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