Critical Thinking: Case Study - Develop a Motivation Plan

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SEU_HCM502_Module02_OBHC_CH07.pptx

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Process Theories of Motivation

Chapter 7

Learning Outcomes

After completing this chapter, the student should be able to understand:

The various components of Expectancy Theory and how they impact an individual’s level of motivation.

Equity Theory and the methods to resolve inequity tension.

Learning Outcomes

The significance of the Satisfaction–Performance Theory.

Goal-Setting Theory and the steps necessary for successful implementation.

Reinforcement Theory and the four types of reinforcement.

Expectancy (VIE) Theory

Suggests that for any given situation, the level of a person’s motivation with respect to performance is dependent upon:

Their desire for an outcome.

The individual’s performance is perceived to be related to obtaining other desired outcomes.

The perceived probability that his or her efforts will lead to the required performance.

Expectancy (VIE) Theory

Application of Expectancy Theory

Equity Theory

States that a person evaluates his or her outcomes and inputs by comparing them with those of others.

Equity Theory

When an inequity is perceived by an individual:

It creates tension within the person

The tension is proportional to the degree of inequity

Equity Theory

The tension created within the individual motivates him/her to relieve it

The strength of the motivation to reduce the tension is proportional to the perceived inequity

Equity Theory

Six methods of inequity resolution:

Altering inputs

Leaving the field

Altering outcomes

Distort the inputs or outcomes of the comparison other

Cognitively distorting inputs or outcomes (self)

Changing the comparison other

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.

Satisfaction–Performance Theory

Job Satisfaction results from:

The performance itself

The rewards for performance

The perceived equitability of those rewards

Satisfaction–Performance Motivation Model

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:

Setting the goal (specific and measurable)

Obtaining goal commitment

Providing support elements

Goal-Setting Model

Reproduced from 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.

Reinforcement Theory

Four types of reinforcement:

Positive

Punishment

Negative

Extinction

Reinforcement Theory