The aims of this essay is discuss if the Vroom’s expectancy theory (cogitative theory) and McClelland’s acquired Needs theory (need theory) is useful for contemporary managers or not. However, there are many ways for managers motivate their employees. Many authors had researched in organisational behaviour field. They had many theories and approaches. So managers can use one or combine many theories to evaluate employees’ behaviour in organisation. Thus, they can provide appropriate rewards or fines which fit to different situation. -Important: maximum 7 point scale, the important of the theory in Motivation -Validity: based on analysis and evaluate in quantity and support the theories provide. Maximum is 5 point. -Usefulness: based on fields in which the theories is applied and the support for practical use provided by this research. First, the rank of Vroom’s expectancy theory: Important:5 starts Estimated Validity: 5 starts Estimated usefulness: 3 starts And this is rank of McClelland’s Acquired Need theory: Important:5 starts Estimated Validity: 4 starts Estimated usefulness: 5 starts So in order to understand clearer about how Vroom’s expectancy theory and McClelland’s Acquired Needs theory is useful for contemporary, we will learn about these theories first. In Vroom’s theory, there are three term affect to motivational force. They are: Expectancy: future achievements which encourage employees perform their work well. Instrumentality: the probability pertaining to employees’ own consciousness. Valence: this is private’s expected satisfaction associated with each outcomes resulting from performance. State I: seeking to derive strength from the others State II: the sources of strength shift to self and people incline to being oneself and “doing one’s own thing” State III: influence on other people, including dominating and convince them in competitive endears....