Valence is one behavioral alternative, where the decision is measured on the value of the reward. The valence refers to the value the individual personally places on the rewards.1 →0→ +1 -1= avoiding the outcome 0 = indifferent to the outcome +1 = welcomes the outcome In order for the valence to be positive, the person must prefer attaining the outcome to not attaining it. This is not an actual level of satisfaction rather the expected satisfaction of a particular outcome. Valence is characterized by the extent to which a person values a given outcome or reward.
For example, I recycle paper because I think it's important to conserve resources and take a stand on environmental issues (valence) I think that the more effort I put into recycling the more paper I will recycle (expectancy) and I think that the more paper I recycle then less resources will be used (instrumentality) Thus, Vroom's expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. However, it could equally apply to any situation where someone does something because they expect a certain outcome. At first glance expectancy theory would seem most applicable to a traditional-attitude work situation where how motivated the employee is depends on whether they want the reward on offer for doing a good job and whether they believe more effort will lead to that reward. Crucially, Vroom's expectancy theory works on perceptions – so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organisation, it doesn't mean that someone won't perceive that it doesn't work for them. PO expectancy: our assessment of the probability that our successful performance will lead to certain outcomes. EP expectancy: our assessment of the probability that our efforts will lead to the required performance level.
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