Expectancy Theory (Теория ожиданий)
(Vroom)

Центр Знаний

Что такое Expectancy Theory (Теория ожиданий) ? Описание

Expectancy Theory (Теория ожиданий) Victor Vroom имеет дело с мотивацией и управлением. Теория Vroom предполагает, что поведение является результатом сознательных выборов из альтернатив. Намерение выборов заключается в максимизации положительных явлений и минимизации негативных. Вместе с Edward Lawler и Lyman Porter, Vroom предложил, что взаимоотношение между поведением людей на работе и их целями не так просто как изначально предполагалось другими учеными. Vroom понимал, что производительность сотрудника основана на индивидуальных факторах таких как личность, навыки, знание, опыт и способности.

Теория ожиданий утверждает, что люди преследуют различные цели и могут быть мотивированы, если у них есть определенные ожидания.

Ожидания в Теории ожиданий

• Существует положительная корреляция между усилиями и эффективностью,
• Хороший уровень эффективности приведет к желательному вознаграждению,
• Вознаграждение удовлетворит важную потребность,
• Желание удовлетворить потребность достаточно сильно для того, чтобы сделать усилие стоящим.

Теория ожиданий Vroom основана на следующих 3 убеждениях.

Убеждения Теории ожиданий

1. Значимость (Valence). Относится к эмоциональной ориентации людей по отношению к результатам [вознаграждениям]. Ожидания сотрудника в отношении внешних [деньги, продвижение, свободное время, преимущества] или внутренних [удовлетворенность] вознаграждений. Менеджмент должен понять что ценят сотрудники.

2. Ожидания (Expectancy). Сотрудники имеют различные ожидания в отношении того, чем они занимаются. Менеджмент должен понять какие ресурсы, тренинги или виды контроля нужны сотрудникам.

3. Содействие (Instrumentality). Восприятие сотрудников в отношении того, получат ли они в действительности то, что желают. Менеджмент должен проследить, чтобы обещания выполнялись и чтобы сотрудники были осведомлены.

Vroom указывает на то, что убеждения сотрудника в отношении ожиданий, содействия и значимости (Expectancy, Instrumentality, and Valence) взаимодействуют психологически. Таким образом, они создают мотивационную силу. Эта сила может быть «высчитана» по формуле:

Формула Теории ожиданий

Мотивация = Значимость x Ожидания(Содействие).

Эту формулу можно использовать для того, чтобы показать и предсказать такие явления, как: удовлетворенность работой, выбор профессии, вероятность того, что сотрудник останется на рабочем месте, и старательность работника.

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Сравните с Expectancy Theory (Теория ожиданий) на мотивации с:  Hierarchy of Needs (Иерархия потребностей)  |  Servant-Leadership (Служащий-лидер)  |  Теория потребностей  |  Хоторнский эффект  |  Competing Values Framework (Концепция конкурирующих ценностей)  |  Attribution Theory (Теория атрибуции)  |  Framing (Фрейминг)  |  Two Factor Theory (Двухфакторная теория) Herzberg   |  Theory X Theory Y (Теория X Теория Y)  |  Managerial Grid (Таблица стилей руководства)  |  ERG Theory (Теория ERG)  |  Leadership Continuum (Континуум лидерства)  |  Path-Goal Theory (Теория соответствия целей и средств)  |  Leadership Styles (Стили лидерства)  |  Situational Leadership (Ситуативное лидерство)  |  EPIC ADVISERS (ЭПИЧЕСКИЕ СОВЕТНИКИ)  |  Coaching (Коучинг)  |  Mentoring (Менторинг)

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