Moreover, Vroom theorized that an employee will determine whether or not they think they can complete an activity before attempting to perform it (Meehan, 2010). Motivation will decide the intensity of which an employee will perform an action. According to Vroom’s theory, there are three elements that determine the effort an employee will put into an activity: expectancy, instrumentality, and valence (Gerrig & Zimbardo, 2010). Expectancy is the likelihood that the employee’s efforts will result in a certain amount of performance (Gerrig & Zimbardo, 2010). Instrumentality is the perceived likelihood that their performance will lead to certain outcomes (Gerrig & Zimbardo, 2010). Finally, valence is the value the employee holds for those perceived outcomes. Vroom designed these concepts to work like an equation. If a number were to be assigned to the values of the three elements, one would multiply valence and instrumentality, which would determine the expectancy value, which is the level of the employee’s efforts (Gerrig & Zimbardo, 2010). For example, if the value for instrumentality or valence is very low, there would be a lower level of expectancy. If an employee was certain of a particular outcome, but did not hold much value in the outcome, their motivation for the job would be low. Conversely, if the desired outcome was high, and the probability of the outcome is also very high, then the employee would put forth a higher level of effort into the activity (Gerrig & Zimbardo,
Moreover, Vroom theorized that an employee will determine whether or not they think they can complete an activity before attempting to perform it (Meehan, 2010). Motivation will decide the intensity of which an employee will perform an action. According to Vroom’s theory, there are three elements that determine the effort an employee will put into an activity: expectancy, instrumentality, and valence (Gerrig & Zimbardo, 2010). Expectancy is the likelihood that the employee’s efforts will result in a certain amount of performance (Gerrig & Zimbardo, 2010). Instrumentality is the perceived likelihood that their performance will lead to certain outcomes (Gerrig & Zimbardo, 2010). Finally, valence is the value the employee holds for those perceived outcomes. Vroom designed these concepts to work like an equation. If a number were to be assigned to the values of the three elements, one would multiply valence and instrumentality, which would determine the expectancy value, which is the level of the employee’s efforts (Gerrig & Zimbardo, 2010). For example, if the value for instrumentality or valence is very low, there would be a lower level of expectancy. If an employee was certain of a particular outcome, but did not hold much value in the outcome, their motivation for the job would be low. Conversely, if the desired outcome was high, and the probability of the outcome is also very high, then the employee would put forth a higher level of effort into the activity (Gerrig & Zimbardo,