The expectancy model concept was credited to Victor Vroom, but most of the original work was done by Edward Tolman and Kurt Lewin. Victor Vroom was the one that applied the concept of the expectancy model to the workplace. Vroom believes that a person motivation at work is driven by performance relationship and work outcomes. The expectancy model states that if we decide that we what something, that we will be motivated by that desire. It is believed that if we perform certain tasks, that it will produce a desired outcome. This Model is based on what a person believes will happen under certain conditions. This concept shows how people make decisions based on different options and that motivation is dependent on how much a person has a desire to obtain something. To simplify this concept, it has been broken down into four different levels. .
First and Second Level Outcomes.
The first level outcome deals with doing the job itself. This would include your performance level and the quality of your work. This would also include all indirect action that would affect your performance level such as lateness, early departures, sick leave, and the amount of time absent from your job. .
The second level takes the output of the first level and uses it as its input. The second level is the reward that a person would obtain base on the first level. These rewards could be negative or positive. A positive outcome would be "a pay increase, promotion, acceptance by coworkers, job security" (147) or anything that is preferred. A negative outcome would be anything that is not preferred. .
Expectancy.
This is the belief that if we perform at a certain level that we will get a desire output. If you don't have any expectation at level one then you will have negative output into level two. The expectancy category carries a value range from 0 to +1. A "0" indicates that there is no chance of a positive first level outcome while a +1 will produce a positive outcome.