Editing Expectancy theory (section)

===Valence V(R)===
Valence is the value an individual places on the rewards of an outcome, which is based on their needs, goals, values and sources of motivation.<ref name="scholar.lib.vt.edu">Maslow—Move Aside! A Heuristical Motivation Model for Leaders in Career and Technical Education Pg. 10 – 11 http://scholar.lib.vt.edu/ejournals/JITE/v44n2/pdf/kroth.pdf</ref> Influential factors include one's values, needs, goals, preferences and sources that strengthen their motivation for a particular outcome.

Valence is characterized by the extent to which a person values a given outcome or reward. This is not an actual level of satisfaction rather the expected satisfaction of a particular outcome.<ref>{{cite web|last=Redmond|first=Brian|title=Expectancy Theory |url=https://wikispaces.psu.edu/display/PSYCH484/4.+Expectancy+Theory|publisher=Shaun Miller|access-date=12 April 2013}}</ref>

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.

 Valence is one behavioral alternative, where the decision is measured on the value of the reward. The model below shows the direction of motivation, when behavior is energized:

'''Motivational Force (MF) = Expectancy x Instrumentality x Valence'''

When deciding among behavioral options, individuals select the option with the greatest amount of motivational force (MF).

[[Expectation (philosophy)|Expectancy]] and [[Instrumental and value rationality|instrumentality]] are attitudes (cognitions), whereas valence is rooted in an individual's [[Value (ethics)|value system]].

Examples of valued outcomes in the workplace include, pay increases and bonuses, promotions, time off, new assignments, recognition, etc. If management can effectively determine what their employee values, this will allow the manager to motivate employees in order to get the highest result and effectiveness out of the workplace.<ref>{{cite web |last=Scholl |first=Richard W. |title=Motivation: Expectancy Theory|url=http://www.uri.edu/research/lrc/scholl/webnotes/Motivation_Expectancy.htm |access-date=12 April 2013 |archive-url=https://web.archive.org/web/20141009113406/http://www.uri.edu/research/lrc/scholl/webnotes/Motivation_Expectancy.htm |archive-date=2014-10-09  |website=Schmidt Labor Research Center |publisher=University of Rhode Island}}</ref>