What does Victor Vroom's expectancy theory suggest influences employee performance?

Victor Vroom's expectancy theory fundamentally posits that employee performance is influenced by three key components: valence, expectancy, and instrumentality.

Valence refers to the value an individual places on the rewards that come from their performance. This means that for performance to be high, the rewards must be desirable to the employee. If the rewards are not valued, then motivation to perform well will diminish.

Expectancy is the belief that one's effort will lead to the desired level of performance. It involves the individual's confidence in their ability to execute the tasks effectively. If an employee doesn't believe that their effort can lead to good performance, their motivation to work hard decreases.

Instrumentality reflects the belief that if one performs well, they will be rewarded for that performance. This is the perceived connection between performance and the rewards that will follow, such as promotions, recognition, or bonuses. If an employee believes there is no association between their performance and the rewards, their motivation could dwindle.

Together, these three components create a framework for understanding how an employee's expectations and perceptions of their work environment can significantly influence their motivation and performance at work. Thus, option B accurately captures the essence of Vroom's expectancy theory by highlighting the critical factors that drive employee performance