In Expectancy Theory, which element represents the value placed on the outcomes?

In Expectancy Theory, which element represents the value placed on the outcomes?

• A. Expectancy
• B. Instrumentality
• C. Valence
• D. Equity

Answer: (C)

In Expectancy Theory, the value someone places on the possible outcomes is called valence. Valence is about how attractive or desirable an outcome is to the individual. It can be positive (the outcome is valued), negative (the outcome is disliked), or neutral (not valued). This value can vary from person to person and from outcome to outcome. Motivation in this theory rises when there is a combination of three beliefs: effort will lead to good performance (expectancy), good performance will lead to valuable outcomes (instrumentality), and those outcomes are genuinely valued by the person (valence). Since motivation is often thought of as a product of these factors, a highly valued outcome will boost motivation only if the person also believes that effort can produce good performance and that good performance will indeed lead to that valued outcome. For example, in a criminal justice setting, a officer might highly value a pay raise or a preferred assignment. If they believe putting in extra effort will improve performance and that better performance will result in the valued pay raise or assignment, their motivation to perform is strengthened. If the outcome isn’t valued (low valence), even strong beliefs about effort-to-performance and performance-to-outcome links won’t translate into high motivation. Valence is distinct from expectancy (the belief that effort will improve performance) and instrumentality (the belief that performance will lead to outcomes). It’s also not about fairness or equity, which concerns perceptions of fairness in the distribution of rewards, not the desirability of the rewards themselves.

In Expectancy Theory, the value someone places on the possible outcomes is called valence. Valence is about how attractive or desirable an outcome is to the individual. It can be positive (the outcome is valued), negative (the outcome is disliked), or neutral (not valued). This value can vary from person to person and from outcome to outcome.

Motivation in this theory rises when there is a combination of three beliefs: effort will lead to good performance (expectancy), good performance will lead to valuable outcomes (instrumentality), and those outcomes are genuinely valued by the person (valence). Since motivation is often thought of as a product of these factors, a highly valued outcome will boost motivation only if the person also believes that effort can produce good performance and that good performance will indeed lead to that valued outcome.

For example, in a criminal justice setting, a officer might highly value a pay raise or a preferred assignment. If they believe putting in extra effort will improve performance and that better performance will result in the valued pay raise or assignment, their motivation to perform is strengthened. If the outcome isn’t valued (low valence), even strong beliefs about effort-to-performance and performance-to-outcome links won’t translate into high motivation.

Valence is distinct from expectancy (the belief that effort will improve performance) and instrumentality (the belief that performance will lead to outcomes). It’s also not about fairness or equity, which concerns perceptions of fairness in the distribution of rewards, not the desirability of the rewards themselves.