Impact of Expectancy Theory on Job Satisfaction

Running head: ORGANIZATIONAL BEHAVIOR
ORGANIZATIONAL BEHAVIOR
Name of the Student
Name of the University
Author Note

ORGANIZATIONAL BEHAVIOR1
Introduction
The expectancy theory, initially proposed by Victor Vroom in the year 1964, deals with
the he fact that the desirability of the results of the concerned behavior or proper action tends to
motivate the concerned person to select a certain behavior. The motivation of a person is majorly
dependent on the expectation of the person that the intended results can be obtained by putting in
a certain amount of effort that is necessary for the achievement of the results. The theory implies
that the performance of an employee is measured with the help of the various individualistic
factors like abilities, experiences, knowledge, personality and skills (Miner, 2015). Vroom
argues that the motivation of the person is majorly linked to the performance of the person and
the efforts that are put forth by the person. The job satisfaction of the employee refers to the
contentment and the satisfaction that is received by the employees upon the completion of the
given job role.
The following paper attempts a discussion on the impact of the expectancy theory in the
overall development of the job satisfaction of the concerned employee. The paper opens with a
discussion on the expectancy theory as stated by Victor Vroom in the year 1964. The paper them
proceeds to shed light on the job satisfaction and the importance of the factor in the development
of the employee motivation within the organization. The report nears its conclusion with the
discussion of the impact of the implementation of the expectancy theory within the organization
as is related to the job satisfaction that is depicted by the employees of the organization.
Expectancy theory
The expectancy theory refers to the theory of motivation of an organizational employee
that prompts them to behave in a certain manner that is expected to provide them with a better

ORGANIZATIONAL BEHAVIOR2
result. The followers of the expectancy theory suggest the fact that the desirability of the results
of the concerned behavior or proper action tends to motivate the concerned person to select a
certain behavior. The theory is based on the ways in which the given person might process the
various motivational elements that are presented by the given situation. The major focus of the
theory, however lies in the development of the processes of the cognition as demonstrated by the
concerned person. The cognitive processes are thus considered to be one of the major
determining factors of the choice alongside the results that might follow from the decision that is
undertaken by the person concerned (Barba-Sánchez & Atienza-Sahuquillo, 2017). The
expectancy theory is majorly based on the mental processes that a person undergoes while
making a choice. The theory was initially proposed by Victor Vroom in the year 1964.
The motivation of an individual as stated by the propounder of the theory is majorly
dependent on the choices that are made by the individual from the various alternative choices
that the situation offers. The individual is often observed to have been making choices on the
basis of the outcomes that the person expects to follow (Lloyd & Mertens, 2018). According to
Vroom, the motivation of a person is majorly dependent on the expectation of the person that the
intended results can be obtained by putting in a certain amount of effort that is necessary for the
achievement of the results.
The expectancy theory that has been put forth by Vroom states that the human behavior is
majorly dependent on the alternatives that are presented for the maximization of the pleasure and
the minimization of the pain. The theorist states that the performance of an employee is
measured with the help of the various individualistic factors like abilities, experiences,
knowledge, personality and skills (Purvis, Zagenczyk & McCray, 2015). The theorist further
stated that the motivation of the person is majorly linked to the performance of the person and

ORGANIZATIONAL BEHAVIOR3
the efforts that are put forth by the person in discussion. The major variables that are used by
Vroom in this context are the variables of valence, instrumentality and expectancy (Kiatkawsin
& Han, 2017). The variable of expectancy deals with the thought that the efforts on the part of
the individual would lead to the increase in the performance of the employee. The expectancy of
an individual depends majorly on the availability of the proper resources, skills and the support
that is required for the proper completion of the job (Chen, Ellis & Suresh, 2016). The factor of
instrumentality refers to the belief on the part of the individual that states that the individual
might receive a better result if they perform well in a given job role. The instrumentation is
dependent on the issues that are implemented within the organization regarding the clarity in the
understanding of the existing relationship between the outcomes and the performance of the
individual. The trust and the transparency among the employees play a major role in the
achievement of the results of the activity (Baumann & Bonner, 2017). The valence factor refers
to the importance that is implemented by the concerned individual on the results that the person
expects from the activity.
Job satisfaction
The job satisfaction within the given workforce refers to the motivational extent that is
felt by the concerned person in the completion of the job that he or she has been assigned at the
given workplace. The job satisfaction of the employee refers to the contentment and the
satisfaction that is received by the employees upon the completion of the given job role. The
employees are reported to have been satisfied with their jobs on being influenced by several
factors that are necessary for the development of the issues that are presented within the
organization. These factors include the options for the growth within the organization, the
stability that is offered by the job and presence of the proper work-life balance on the part of the