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6 pages. Many well-known psychologists have developed theories of motivation, and this paper takes a close look at five of these theorists. The theories of motivation discussed herein are those of Maslow, McGregor, Herzberg, McClelland, and Vroom. Their theories are popular in the workplace and serve well in developing the self as well as team building. Bibliography lists 7 sources.
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herein are those of Maslow, McGregor, Herzberg, McClelland, and Vroom. Their theories are popular in the workplace and serve well in developing the self as well as team building.
VROOMS EXPECTANCY THEORY OF MOTIVATION Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards. Rewards
may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely
the employee will be motivated. As originally developed by Vroom, the expectancy theory is made up of two related models--the valance model and the force model. The valance model
"attempts to capture the perceived attractiveness, or valance, of an outcome by aggregating the attractiveness of all associated resultant outcomes. More specifically, the model posits that the valence of
a first-level outcome is equal to the summation of the products from all associated second-level outcome valences, with the perceived belief (or instrumentality) that the first-level outcome will result in
the second-level outcome" (Geiger 251). Vrooms Expectancy theory presents an approach as to how people are motivated and that examines the links between their effort and performance as well
as between their performance and outcome. Individuals evaluate the probabilities of these links. For example, what is the probability of effort leading to performance? And performance leading
to some outcome? The link between effort and performance is called expectancy. The link between performance and outcome is called instrumentality. The value or attractiveness that the individual
places on the outcome is called valence. A simple statement that is oftentimes used to illustrate expectancy theory is presented as follows: "If an employee perceives that the effort
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