Théorie des Attentes
(Vroom)

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Résumé
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.


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🔥 NOUVEAU Pourquoi le manager doit s'atteler à créer un cadre favorable à la créativité
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Why People Want to Become Leaders? Motivation to Lead
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20 commentaires
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.
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Motivating an Employee by Expectancy
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1 commentaires
Misunderstandings About Motivation
Motivation is found to be hard by many people. I would like to put across a number of misconceptions around motivation:< (...)
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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 pe (...)
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Creative Chaos is Conducive to Motivation
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Measuring Motivation:The PIAV Assessment
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Expectancy versus Needs?
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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 (...)
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Marrying Employee and Employer Goals and Expectations
This is the one theory that seeks to marry employee value proposition (goals and expectations) to the employer's (effect (...)
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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 (...)
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1 commentaires
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 o (...)
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What Precisely is Valence? Definition of Valence
Hi, for me it's hard to understand "valence"? It's not in my English dictionary. Can you give me some help? (...)
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Motivation for Success
In my opinion, success comes from loving what you do. Is your current work your passion? When you study highly successfu (...)
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Can Perpetual Demotivation Be Reversed?
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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 sys (...)
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Les sujets les mieux notés sur Théorie des Attentes. Vous trouverez ici les idées les plus précieuses et des suggestions pratiques.


How Can You Motivate Knowledge Workers?
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What is the distinguishing ratio?
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Controlling the Minds of Employees
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Extended Version of the Expectancy Theory (Lambright)
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Motivating an Employee by Valence
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3 commentaires

Theory of Needs by Maslow versus Vroom's Expectancy Theory
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Motivation is Owned by the Individual
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Conseils d'Experts

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Idées avancées sur Expectancy Theory (Anglais). Vous trouverez ici des conseils professionnels d'experts.


4 Steps to Motivate your Employees...

Using ET in your Department / Group
As a manager, you can motivate your employees applying ET. Take these 4 steps: 1. Find out what each ind (...)

It's All About Perceptions!

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Be careful with assuming what the expectancy of a person (employee) is going to be: Zakary Tormala did research on how (...)

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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

ET, 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 (...)

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Sources d'Information

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Diverses sources d'informations sur Théorie des Attentes. Vous trouverez ici des powerpoints, des vidéos, des actualités, etc. à utiliser dans vos propres conférences et ateliers.


Human Motivation

Employee Motivation
Comprehesive presentation on Human / Employee Motivation. Topics: 1. What is motivation? 2. How do needs motivate peo (...)

Overview of Content and Process Motivation Theories

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Initial Understanding of Motivator Types and Consequences
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Persuasion Theory, Managing Behavior
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Voluntary Activities of Employees | Employee Volunteerism

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Presentation about employee volunteerism, including the following sections: 1. What is employee volunteerism 2. Employ (...)

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Performance Management, Work-Life Balance, HR, Programs
This presentation is about Work-Family Conflicts and Employee Performance. The presentation includes the following secti (...)

Introduction and Summary of the Expectancy Theory of Motivation

Initial Understanding of the Expectancy Theory, Trainings, Workshops
Inspiring explanation of Victor Vroom's Expectancy Theory using examples from the world of basketball and the meaning. E (...)

Forecasting motivation

Calculating motivation
Some interesting formulas to calculate both negative and positive motivation. (...)

Expectancy Theory Diagram

Employee Motivation
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Performance Measurement, Expectancy and Agency Theory

Performance Measurement
Theoretical analyses of (optimal) performance measures are typically performed within the realm of the linear agency mod (...)

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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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