Post on 28-Dec-2015
Learning OutcomesAfter completing this chapter, the student should be
able to understand:1.The various components of Expectancy Theory and
how they impact an individual’s level of motivation.2.Equity Theory and the methods to resolve inequity
tension.3.The significance of the Satisfaction-Performance
Theory.4.Goal-setting Theory and the steps necessary for
successful implementation.5.Reinforcement Theory and the four types of
reinforcement.
© 2010 Jones and Bartlett Publishers, LLC
Expectancy (VIE) Theory
Expectancy Theory suggests that for any given situation, the level of a person’s motivation with respect to performance is dependent upon:
1. His/her desire for an outcome,
2. The individual’s performance is perceived to be related to obtaining other desired outcomes, and
3. The perceived probability that his or her efforts will lead to the required performance.
© 2010 Jones and Bartlett Publishers, LLC
Equity Theory Equity Theory states that a person
evaluates his or her outcomes and inputs by comparing them with those of others.
© 2010 Jones and Bartlett Publishers, LLC
Equity Theory
When an inequity is perceived by an individual:
1. It creates tension within the person,2. The tension is proportional to the degree of
inequity, 3. The tension created within the individual
motivates him/her to relieve it, and4. The strength of the motivation to reduce the
tension is proportional to the perceived inequity.
© 2010 Jones and Bartlett Publishers, LLC
Equity Theory
Six methods of inequity resolution:
1. Altering inputs,
2. Altering outcomes,
3. Cognitively distorting inputs or outcomes (self),
4. Leaving the field,
5. Distort the inputs or outcomes of the comparison other, and
6. Changing the comparison other.
© 2010 Jones and Bartlett Publishers, LLC
Satisfaction-Performance Theory
Satisfaction-Performance Theory extends the Expectancy theory and incorporates the Equity Theory into a model to reflect the relationship of an employee’s performance to job satisfaction.
Job Satisfaction results from (1) the performance itself, (2) the rewards for performance, and (3) the perceived equitability of those rewards.
© 2010 Jones and Bartlett Publishers, LLC
Goal-Setting Theory
Based on research, employees who are given specific, challenging goals outperform those who are given vague goals such as “do your best.”
Three steps to follow:
1. Setting the goal (specific and measurable),
2. Obtaining goal commitment, and
3. Providing support elements.
© 2010 Jones and Bartlett Publishers, LLC
Goal-Setting Model
© 2010 Jones and Bartlett Publishers, LLCSource: Latham, G. P., & Locke, E. A. (1979). Goal setting—A motivational technique that works. Organizational Dynamics, 8(2), 68.
Reinforcement Theory
Research suggests that an employee’s behavior will be repeated if it is associated with positive rewards and will not be repeated if it is associated with negative consequences.
© 2010 Jones and Bartlett Publishers, LLC
Reinforcement Theory
Four types of reinforcement:
1. Positive
2. Negative
3. Punishment
4. Extinction
© 2010 Jones and Bartlett Publishers, LLC