Erwartungstheorie (VIE-Theorie)
(Vroom)

Wissenszentrum

Was ist Erwartungstheorie (VIE-Theorie)? Beschreibung

Die Erwartungstheorie (VIE-Theorie) von Victor Vroom beschäftigt sich mit Motivation und Management. Die Theorie Vrooms nimmt an, dass Verhalten ein Resultat von bewußten Wahlen unter Alternativen ist. Der Zweck der Wahlen ist es, Vergnügen zu maximieren und Schmerz zu minimieren. Zusammen mit Edward Lawler und Lyman Porter schlug Vroom vor, dass das Verhältnis zwischen dem Verhalten der Leute auf der Arbeit und ihren Zielen nicht so einfach war, wie zuerst von anderen Wissenschaftlern angenommen wurde. Vroom stellte fest, dass die Leistung eines Angestellten auf einzelnen Faktoren wie Persönlichkeit, Fähigkeiten, Wissen und Erfahrung basiert.

Die Erwartungstheorie besagt, dass Einzelpersonen unterschiedliche Sätze von Zielen haben und motiviert sein können, wenn sie bestimmte Erwartungen haben.

Erwartungstheorie (VIE-Theorie) Erwartungen

• Es gibt eine positive Korrelation zwischen Bemühungen und Leistung,
• Vorteilhafte Leistung ergibt eine wünschenswerte Belohnung,
• Die Belohnung wird ein wichtiges Bedürfnis zufriedenstellen,
• Der Wunsch, das Bedürfnis zufrieden zu stellen ist stark genug, um die Bemühung lohnend zu machen.

Die Erwartungstheorie (VIE-Theorie) Vrooms basiert auf den folgenden drei Glauben.

Erwartungstheorie (VIE-Theorie) Glauben

1. Wertigkeit. Bezieht sich auf die emotionalen Orientierungen, die Leute in Bezug auf Resultate [Belohnungen] halten. Die Tiefe des Wunsches eines Angestellten für die äußeren [Geld, Beförderung, Freizeit, Nutzen] oder tatsächlichen [Zufriedenheit] Belohnungen. Management muss entdecken, was Angestellte schätzen.

2. Erwartung. Angestellte haben unterschiedliche Erwartungen und Niveaus des Vertrauens darüber, was sie zu Tun fähig sind. Management muss entdecken, welche Betriebsmittel, welches Training oder welche Überwachung die Angestellten benötigen.

3. Instrumentalität. Die Annahme der Angestellten, ob sie wirklich empfangen, was sie wünschen, selbst wenn es von einem Manager versprochen worden ist. Management muss sichergehen, dass Belohnungsversprechungen erfüllt werden und das Angestellte sich im Klaren darüber sind.

Vroom nimmt an, dass der Glaube eines Angestellten über Erwartung, Instrumentalität und die Wertigkeit psychologisch interagieren. Auf diese Art schaffen sie eine Motivationskraft, so dass der Angestellte in einer Weise agiert, die Vergnügen hervorruft und Schmerz vermeidet. Diese Kraft kann mithilfe einer Formel „berechnet werden“:

Erwartungstheorie (VIE-Theorie)-Formel

Motivation = Wertigkeit x Erwartung (Instrumentalität).

Diese Formel kann verwendet werden, um Sachen zu zeigen und vorauszusagen, wie: berufliche Zufriedenheit, Berufswahl, die Wahrscheinlichkeit des Bleibens in einem Job und die Bemühung, die jemand auf der Arbeit aufwenden könnte.

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Vergleichen Sie mit der Erwartungstheorie (VIE-Theorie) auf Motivation mit:   Bedürfnispyramide  |  Dienende Führung  |  Theorie der Bedürfnisse |  Hawthorne-Effekt  |  Konkurrierende Werte Rahmenwerk  |  Attributionstheorie  |  Framing  |  Zwei-Faktoren-Theorie Herzberg   |  Theorie X Theorie Y |  Verhaltensgitter |  ERG Theorie  |  Führungskontinuum  |  Weg-Ziel Theorie  |  Führungsstile  |  Situatives Führen  |  EPIC ADVISERS-Konzept |  Entwicklung von Fertigkeiten (Coaching) |  Mentoring

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