Théorie des Attentes
(Vroom)

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La performance des employés est basée sur différents facteurs. Explication de la Théorie des Attentes de Victor Vroom. ('64)

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Théorie des Attentes

Qu'est-ce que Théorie des Attentes ? Description

La Théorie des Attentes (Expectancy Theory) de Victor Vroom traite de la motivation et du management. La théorie de Vroom suppose que le comportement est un résultat des choix conscients parmi des solutions de rechange. L'objectif des choix est de maximiser le plaisir et de réduire au minimum les souffrances. En même temps qu'Edouard Lawler et Lyman Porter, Vroom a suggéré que le rapport entre le comportement des personnes au travail et leurs buts n'était pas aussi simple qu'il l'avait été imaginé pour la première fois par d'autres scientifiques. Vroom a réalisé que la performance des employés est basée sur différents facteurs tels que la personnalité, les qualifications, les connaissances, l'expérience et les capacités.


La théorie des attentes indique que les individus ont différents ensembles de buts et peuvent être motivés s'ils ont certaines espérances.


Espérances de la Théorie des Attentes

  • Il y a une corrélation positive entre les efforts et la performance,
  • La performance favorable aura comme conséquence une récompense souhaitable,
  • La récompense satisfera un besoin important,
  • Le désir de satisfaire le besoin est assez fort pour rendre l'effort significatif.

La Théorie des Attentes de Vroom est basée sur les trois convictions suivantes.


Convictions de la Théorie des Attentes

  1. Valence. Se rapporte aux orientations émotives que les personnes ont en ce qui concerne les résultats [récompenses]. La profondeur de la volonté d'un employé à obtenir des récompenses extrinsèques (argent, promotion, temps libre, avantages) ou intrinsèques (satisfaction]. Le Management doit découvrir ce que les employés apprécient.

  2. Expectation. Les employés ont différentes espérances et niveaux de confiance au sujet de ce qu'ils sont capables de faire. Le management doit découvrir de quelle ressources, formation, ou supervision les employés ont besoin.

  3. Instrumentalité. La perception des employés si ils recevront réellement ce qu'ils désirent, même si cela leur a été promis par un directeur. Le Management doit s'assurer que les promesses de récompenses sont tenues et que les employés s'en rendent bien compte.

Vroom suggère que les convictions des employés au sujet de l'expectation, de l'Instrumentalité, et de la Valence interagissent psychologiquement. De cette façon ils créent une force de motivation, telle que l'employé agira de manière à ce que cela lui apporte du plaisir et lui évite la souffrance. Cette force peut « être calculée » par l'intermédiaire d'une formule :


Formule de la Théorie des Attentes


Motivation = Valence x Expectation x (Instrumentalité).


Cette formule peut être employée pour indiquer et prédire des choses comme : satisfaction professionnelle, choix professionnel, la probabilité de rester dans un travail, et l'effort que quelqu'un devrait déployer au travail.


Forum de Théorie des Attentes
  Pourquoi le manager doit s'atteler à créer un cadre favorable à la créativité
Je suis parfaitement d'avis avec ces 3 convictions développées par par vroom, mais plus encore avec celle de la valence; en tant que manager, il est bon et primordial de connaitre les motivations de chaque employé et de savoir en tenir compte. Car le...
     
 
  Can Perpetual Demotivation Be Reversed?
Demotivation is like the decomposition process, once it has started, the tale-tale signs remains in spite of whatever vigorous process of disinfecting.
Albeit with limited research, the thesis that it is difficult if not impossible to reverse th...
     
 
  Human Motivation Lies Within
A human can never be motivated. You can just push a bit and show a way. A person always needs to be self-motivated to perform best and be successful.

We as a company in HR spend a lot of effort on motivation programs and trai...
     
 
  Extended Version of the Expectancy Theory (Lambright)
Lambright (2010) addresses an important weakness of the expectancy theory: it makes no distinction between certainty and uncertainty conditions. Indeed, the expectancy theory does not take into account the cases in which there is uncertainty o...
     
 
  Creative Chaos is Conducive to Motivation
When one considers motivation in business organizational terms and politics, the first thing that comes to mind is monetary. Stick-and-carrot.
But taking a more holistic view, I believe motivation is a by-product of human nature liberated from t...
     
 
  Motivation is Owned by the Individual
Motivation is a slippery slope. I believe Wlodkowski who says: one cannot directly motivate another since motivation is owned by the individual; it comes from within us. It's the same as telling one to stop thinking abut sex. You have no control over...
     
 
  Measuring Motivation:The PIAV Assessment
When it comes to looking at the individual there is no substitute (personal bias here) for the Personal Interests, Attitudes and Values (PIAV) assessment.
It is a validated tool (based on the work of Spranger) that ranks the six common motivator...
     
 
  Motivation Should be a Two-way Process
I think the motivation process between the manager and the employees is exchangeable, i.e. bosses should motivate their subordinates in various ways, but at the same time the subordinates should also motivate their bosses through spending a maximum e...
     
 
  Small Motivation Tips
I would be more interested in easy small things to get people motivated. Any ideas such as participating in some special interesting meeting or so. Let's try to collect many motivation tips and ideas. Thanks....
     
 
  Effort Leads to Performance
This is true in most cases, the more you put in the more you get out but there are times when this is not the case.
If you put in all of your effort you do perform better, but it is hard to see how someone can keep up such effort. The human mind...
     
 
  Motivating Workers: McGregor´s Example
I believe that success in motivating employees is well explained in McGregor´s example in which, to the question: "What are you doing?", three workers answered differently.
- The first one says, I'm breaking stones.
- The seco...
     
 
  Misunderstandings About Motivation
Motivation is found to be hard by many people but I would like to put across that:
1. Motivation can be done even without financial benefits. Take an example of a thank you from your boss, a pat on the back, a recognition letter, a hand s...
     
 
  Expectancy versus Needs?
There are many different ways to reach goals, but I believe that the NEEDS have more weight than the EXPECTANCY. So what about Maslow thinking of human behavior?...
     
 
  Applications of the Expectancy Theory
This is a very good summary of Expectancy Theory, but I 'd like to know the applications of it in budgeting and planning, and in the implementation of the balanced scorecard or any other valuable applications in HR & performance management. Thanks....
     
 
  Problems with Expectancy Theory. Disadvantages
A problem with Expectancy Theory is that it breaks down if employee does not believe in the motivation or reward. Then other leadership or motivation skills are needed as well as the use of other theories....
     
 
  How to Align Vroom's Theory with Psychological Contract in Disengaged Employees?
Has anyone/organisation successfully achieved meaningful employee motivation applying the Vroom formula in appraisal systems and still addressing psychological contract theory to disengaged employees (mostly manifested through grandpare...
     
 
  Satisfaction from Achieving Goals
Satisfaction will usually stem from achievement of goals. Naturally, any employee who believes that his needs have been or will be met, would put in more efforts....
     
 

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Meilleures Pratiques - Théorie des Attentes Premium
  What Motivates Employees? The Answer Depends (Partly) on their Generation
The age of retirement has been moved to 60, 65, 70 years and beyond. Where each generation used to pass the baton; there is no baton being passed anymore.
We can now find multiple generations (up to 4!) working in the workplace together. ...
     
 
  How Can You Motivate Knowledge Workers?
In the current 'knowledge era', the question what motivates knowledge workers, and, being a manager, how you should motivate and manage them is important.
In their article "The Progress of Small Wins" in HBR May 2011, Professor Theresa M...
     
 
  Controlling the Minds of Employees
I think there can be several way to achieve goals, however what's more important is to have control over the mind of the team members. And that's up to the managers how they carry their team....
     
 
  Motivation in Non-Profit Organizations
I'm having difficulties finding a theory to help me research motivation, and the importance of it, in a non-profit organization. Could someone please give me some advice for the best possible theory? Thanks so much!...
     
 

Expert Tips (ENG) - Expectancy Theory Premium
 

4 Steps to Motivate your Employees...

As a manager, you can motivate your employees applying Expectancy Theory. Take these 4 steps:
1. Find out what each indvidual employee wants / va...
Usage (application) : Using Expectancy Theory in your Department / Group
 
 
 

It's All About Perceptions!

Note that what matters in expectancy theory are the perceptions of the person who is to be motivated, not the reality of the situ...
Usage (application) : Implementing Expectancy Theory
 
 
 

Expectancy can be Unexpected!

Be careful with assuming what the expectancy of a person (employee) is going to be:
Zakary Tormala did research on how people react on other peop...
Usage (application) : On Experts and Surprises
 
 
 

Relationships in Expectancy Theory

The Expectancy theory focuses on three relationships:
1. Effort<>Performance relationship. The probability perceived by the individual that exer...
Usage (application) : Understanding / Teaching Expectancy Theory
 
 
 

The Effort -> Performance Relationship

As mentioned in the summary, one of the expectations of Vroom’s theory is the positive relationship between effort and performance. Porter and Lawler ...
Usage (application) : Coaching, mentoring
 
 
 

Reasons Why People are Doing Voluntary Work

Voluntary work has long been seen as an activity performed mainly by unemployed individuals –mostly women, both in their youth and retired - because t...
Usage (application) : Expectancy Theory, Corporate Social Responsibility, Stakeholder Perspective, Volunteers
 
 
 

Family-Work Conflicts (FWC) and Daily Job Performance

FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a Work-Family Conflict (WFC).
...
Usage (application) : Family-work conflicts, Coaching, Mentoring, Job Performance
 
 
 

Differences in Organizational Commitment Between Paid Workers and Volunteers

Paid and unpaid workers in hybrid organizations
Although financial considerations are an important reason to work for a certain organization, the...
Usage (application) : Organizational Commitment, Employee Motivation, Non-profit Organizations
 
 

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Comparez la Théorie des Attentes sur la motivation avec :   Hiérarchie des Besoins  |  Leadership-Serviteur  |  Théorie des Besoins  |  Effet de Hawthorne  |  Cadre des Valeurs en Concurrence  |  Théorie d'Attribution  |  Cadrage  |  Théorie des Deux Facteurs Hertzberg   |  Théorie Y Théorie X  |  Grille Managériale  |  Théorie ERG  |  Continuum du Leadership  |  Théorie de Chemin-But  |  Styles de Leadership  |  Leadership Situationnel   |  Conseilleurs Epiques (EPIC ADVISERS)   |  Coaching  |  Mentoring


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