Expectancy theory

Currently, one of the most widely accepted explanations of motivation is Victor Vroom's expectancy theory.
Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength of our expectation of a given outcome and the attractiveness of that outcome.

In more practical terms, employees will be motivated to exert a high level of effort when they believe:
- that doing so will lead to a good performance appraisal
- that a good appraisal will lead to organisational rewards such as bonuses, salary increases or promotions
- that the rewards will satsify the employees' personal goals

Expectancy theory focuses on three relationships:
1. effort-performance relationship - the probability perceived by the individual that existing a given amount of effort will lead to performance.
2. performance-reward relationship - the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome
3. rewards-personal goals relationship - the degree to which organisational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards to the individual.

Expectancy theory helps explain why a lot of workers aren't motivated in their jobs and do only the minimum necessary to get by.