Chapter 6 Process Theories of Motivation © 2010 Jones and Bartlett Publishers, LLC

Chapter 6

Process Theories of Motivation

© 2010 Jones and Bartlett Publishers, LLC

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.


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.


Expectancy (VIE) Theory


Application of Expectancy Theory


Equity 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:

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.


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.


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.


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:

1. Setting the goal (specific and measurable),

2. Obtaining goal commitment, and

3. Providing support elements.


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.



Four types of reinforcement:

1. Positive

2. Negative

3. Punishment

4. Extinction




Documents

Chapter 6 Process Theories of Motivation © 2010 Jones and Bartlett Publishers, LLC