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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Best Practices Registrieren Sie sich Die am besten bewerteten Themen über Erwartungstheorie | VIE-Theorie. Hier finden Sie die wertvollsten Ideen und praktischen Vorschläge. How Can You Motivate Knowledge Workers? In the current 'knowledge era', the question what motivates knowledge workers, and, being a manager, how you should mot (...) 62   37 Kommentare 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 (...) 50   50 Kommentare Working hard for a raise? A consequence that should not be overlooked of the formula M = V * E * I is that even if only one of the 3 elements is z (...) 44   3 Kommentare 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 organ (...) 20   5 Kommentare What is the distinguishing ratio? My problem with this theory is that there is no distinguishing ratio as to the level of performance that leads to a part (...) 19   Is your Job Meaningful? Finding a purpose in your job is important for millennials and in fact for everybody. Nevertheless, many people hav (...) 17   17 Kommentare 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 (...) 17   6 Kommentare Extended Version of the Expectancy Theory (Lambright) Lambright (2010) addresses an important weakness of the expectancy theory: it makes no distinction between certainty and (...) 15   Motivating an Employee by Valence According to Vroom, Valence refers to a preference for one outcome over another. It can be positive, neutral or negative (...) 14   3 Kommentare Theory of Needs by Maslow versus Vroom's Expectancy Theory Unlike the Theory of Needs by Maslow, Vroom's Expectancy Theory (ET) does NOT a priori assumes there are certain needs p (...) 11   2 Kommentare Motivation is Owned by the Individual Motivation is a slippery slope. I believe Wlodkowski who says: one cannot directly motivate another since motivation is (...) 6   5 Kommentare

Expertentipps Registrieren Sie sich Erweiterte Einblicke zu Expectancy Theory (Englisch). Hier finden Sie professionelle Ratschläge von Experten. 4 Steps to Motivate your Employees... Using Expectancy Theory in your Department / Group As a manager, you can motivate your employees applying Expectancy Theory. Take these 4 steps: 1. Find out what each ind (...) It's All About Perceptions! Implementing Expectancy Theory Note that what matters in expectancy theory are the perceptions of the person who is to be motivated, not the rea (...) Expectancy can be Unexpected! On Experts and Surprises Be careful with assuming what the expectancy of a person (employee) is going to be: Zakary Tormala did research on how (...) Relationships in Expectancy Theory Understanding / Teaching Expectancy Theory The Expectancy theory focuses on three relationships: 1. Effort<>Performance relationship. The probability perceived b (...) The Effort -> Performance Relationship Coaching, mentoring As mentioned in the summary, one of the expectations of Vroom’s theory is the positive relationship between effort and p (...) Reasons Why People are Doing Voluntary Work Expectancy Theory, Corporate Social Responsibility, Stakeholder Perspective, Volunteers Voluntary work has long been seen as an activity performed mainly by unemployed individuals –mostly women, both in their (...) Family-Work Conflicts (FWC) and Daily Job Performance Family-work conflicts, Coaching, Mentoring, Job Performance FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a W (...) Differences in Organizational Commitment Between Paid Workers and Volunteers Organizational Commitment, Employee Motivation, Non-profit Organizations Paid and unpaid workers in hybrid organizations Although financial considerations are an important reason to work for a (...)

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