So, almost everyone has long term career goals. Valence should be related to immediate needs. At some point, Jessica also considered it as valuable. In Corwin’s story, he thought that a promotion is the desired outcome for Jessica. Valence is the perceived value of the outcome by a person. A person must trust individuals who make calls on distributing the rewards. A person must see a clear correlation in the company’s policies between performance and rewards.Otherwise, promising something based on the project outcome may not be a good idea. A person must believe that you have enough expertise to lead a project to a successful outcome.Therefore, you need to ensure that you can negotiate it with your management. You may not have direct control over these rewards. A person must feel that you have enough authority to increase salary or promote.It means that a person must believe that you can provide the desired reward or outcome. Instrumentality is one’s belief that his or her performance will actually lead to the desired result. Will my Efforts Result in Benefits (or Instrumentality)? For example, you can use a Work Breakdown Structure to describe the contribution of a specific team member. Second, the person should see an impact created by the work performed. A person will assess his or her impact and control over the task at hand.įirst of all, you need to ensure that increased performance leads to tangible results. On the other hand, setting the bar too low may diminish the perceived value of the reward.ģ. Like Corwin did with the development plan. It is vital to work out the goal difficulty together. Set it too low – the perceived value of the reward may also decrease. Set it too high, and the person will get demotivated to work on it. A person will evaluate whether it is possible or even worth the efforts to achieve the performance goal. That will help to push the performance even further.Ģ. Therefore, it is vital for you, as a project manager, to express trust in a person’s capabilities. A person will evaluate whether he or she has what it takes to get at the required performance level. ![]() You think in the following way: * If I work hard, will my efforts lead to an increase of my performance? * Will my higher performance guarantee a reward? * Will the reward be valuable for me? Should I Even Bother (or Expectancy)?Įxpectancy is one’s belief that his or her efforts will result in required performance.ġ. That leads us to the next question: How does expectancy theory explain motivation?Įvery time you need to select a pattern of behavior you evaluate the following three components of the desired outcome. Failing to frame one of them correctly will lead to poor results and lack of motivation.īut what is Expectancy, Instrumentality, and Valence are? You can’t find any exact values.Īs you can see, each variable weights in on the motivational force. It is a multiple of three variables that results in a motivational force to achieve the desired result. It helps to set correct goals that motivate people to increase their performance to achieve what they perceive valuable. In other words here is the benefit of Vroom’s Theory in project management: The theory explains how a person selects one behavior or another to work towards achieving the desired result. That is the kind of story many of project managers get to one way or another. Her honeymoon just finished a week before that meeting. We give her salary rise and a new role on a project.Ī week later Jessica comes in tears and asks to take it all back and reverse to her previous project. I put her on probation period as a Team Lead. She marked all the points in the plan with flying colors. Jessica worked hard but within regular working hours. I prepared him for promotion request beforehand. To make it formal, we approved it with Department Manager. It is challenging but nothing beyond her capabilities. ![]() We work out a development plan and success criteria. Moreover, it is her sixth year in the company. She gained lots of valuable experience lately. I had this meeting with Jessica just two months ago. Pin it to your Project Management board.
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