Critical Thinking: Case Study - Develop a Motivation Plan

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Process Theories of Motivation

Chapter 7

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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.

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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.

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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.

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Expectancy (VIE) Theory

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Application of Expectancy Theory

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Equity Theory

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

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Equity Theory

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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

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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

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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

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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.

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Satisfaction–Performance Theory

 Job Satisfaction results from:  The performance itself  The rewards for performance  The perceived equitability of those rewards

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Satisfaction–Performance Motivation Model

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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

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Goal-Setting Model

Reproduced from Latham, G. P., & Locke, E. A. (1979). Goal setting—A motivational technique that works. Organizational Dynamics, 8(2), 68.

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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.

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Reinforcement Theory

 Four types of reinforcement:

Positive Punishment

Negative Extinction

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Reinforcement Theory