The Theory Of Motivation As Defined By Vroom ( 1964 )

Introduction In recent years, organizations have shown an interest in addressing the subject of employee attitude regarding their jobs and tasks. Many leaders believe that motivation is a key factor in keeping employees on a path to achievement in the workplace. Motivation as defined by Vroom (1964) is the force impelling an employee to perform a particular action. Theories of motivation started to be developed following World War II. Prior to this time, organizations had not shown any concern or interest in the increasing of employee’s productivity because social and economic conditions were such that the demand for a workforce had been less than the supply of people willing to find work. Background There are dozens of expectancy theories that exist but one of the most widely accepted is Lyman Porter and Edward Lawler’s process model theory, which is an extension of Victor Vroom’s expectancy theory to motivation in the workplace. Vroom’s theory suggests that people are motivated by how much they want something and the likelihood they perceive of getting. Vroom further suggests that behavior results from conscious choices among alternatives (Griffin Moorhead, p. 104). Porter and Lawler (1968) suggest that satisfaction and motivation occurs when certain employee desires are met and that rewards and salary refer to those things achieved by the actions of an employee which helps fulfil their needs. They further suggest that employee satisfaction or dissatisfactionShow MoreRelated2 Process Theories of Motivation1526 Words   |  7 PagesEXECUTIVE SUMMARY Motivation theories are primarily divided into two major types which are the content theories and the process theories. This report aims to critically evaluate two process theories of motivation which is the Expectancy Theory by Victor Vroom and the Equity Theory by John Stacy Adams. 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