How to motivate employees using the theory of Vroom expectations

Work And Study / by admin / December 25, 2019

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What is the essence of the theory

Expectations theory, developed by the Canadian psychologist Victor Vroom suggests that the mere presence of needs is not a key motivator. Unlike their colleagues - Maslow's pyramid, with itsMaslow's hierarchy of needs needs and Herzberg with two-factor theory of motivationTwo-factor theory- Vroom focused on results rather than needs.

3 important components of the theory

1. The expectation that the effort will yield results

An employee willing to work harder, spend more time and effort, if it will lead to a better result. An important condition: the result should be achievable.

In order for this relationship to work, been respected must be a number of conditions:

Employees are provided with the necessary resources (time, raw materials, supplies, information required to complete the task).
The employee has the skills to do the job (qualification, experience).
The employee receives the necessary support (a clear statement of the problem, timely Manager comments, feedback).

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The employee must be sure that each action leads him to a particular outcome, to see the connection between the input forces and the effects of their efforts.

For example, arranging for the month by 10 customer meetings more worker expects to close more deals and make big profits for the company.

If a conditions work leaves much to be desired, and the employee does not understand why he does this or that task, it is unlikely he will be working hard to achieve the mythical result.

2. The expectation that the outcome will entail a fee

Good job and achieving the desired result, employees expect promotion. He held more meetings in the last month, close more deals, and the company received additional income. Employee paid a premium of 10% more.

Waiting for the result of the remuneration works in conjunction with the preceding paragraph. If an employee knows how to achieve this goal, but does not wait for it no encouragement, motivation is weak.

3. Valency - the expected reward value

Another employee thought the same: to hold more meetings and more deals. He was about to put aside his lunch, pick up the phone and call a potential client, I heard that for it to receive a 10% premium. He put the phone and returned to his sandwich. This happened because the award does not have the value for it, as, for example, increase in the position.

Everyone has their understanding of the value of remuneration. One is set bonus to the salary, for another - a promotion, and the third will be a stimulus extra five days of leave.

In addition, the worker compares how much spent on achieving results force equivalent to the expected promotion, whether the game is worth the candle.

motivation formula

The three components are interrelated and inseparable. Only in the event that each of them carries a meaning for employee motivation will be high.

Thus, we get the following formula for motivation:

Motivation = expectation that spent force will bring results × expectation that the result will entail a fee × expected reward value.

How to apply this in practice

That the employee was willing to make greater efforts to implement of tasksHe must answer the following questions:

Will I be able to accomplish this task? How real is it?
Do I get a reward for the result?
Is the reward to my expectations?

Task manager - to ensure that subordinates could answer every question in the affirmative.

Spent force will bring results

Employees need to understand in what terms will have to meet, which is the goal to be achieved and what it needs to do. Head of mission - to help the subordinate to it and identify important points:

What specific results you want to see from the staff (need to increase the profit of the company)?
Is there a quantitative or qualitative evaluation results (10 new clients, increase in the involvement of the social networks by 5%)?
In what terms it should happen?
What are the priority objectives (whether to push or delegate quarterly report, in order to attract new clients)?
How realistic tasks (if physically possible within the given timeframe to attract new clients)?

If an employee does not believe that the result can be achieved, or quantities and dates are vague, it either will undertake this task, or make it is not so, as you would like. And all because you are not allowed to subordinate the necessary information.

Result entail a fee

The employee must know that the achievement of the required result It leads him to the promotion to which he hopes. Task manager - to explain the subordinate relation between their results and reward.

Employees need to be sure that it warranted further action that perseverance and spent forces will be rewarded on merit.

Remuneration is of value to the employee

The award for the result should carry a value for each employee and match the efforts expended subordinates.

Managers need to indicate in advance what will be the reward for the performance of a given task. In addition, it is necessary to understand the desire of employees to choose and promotion on the basis of its importance it is for subordinates.

Managers at all levels can and should apply the theory of Vroom expectations in practice, in combination with other motivational techniques. The company's success depends largely on the degree of motivation and productivity of employees, and affect it in our power.