Theories of Motivation m - Part 2

 

5.The Equity Theory

As compared to 'what' induces motivation, process theories explain 'how' happiness comes about. The theory of equity postulates that workers weigh their input into a job against the performance they obtain from it. The more incentives they receive, the greater their satisfaction. This resonates with the concept of work satisfaction by Naveed et al. (2011, p.302) as the difference between employee input and job output. Employees who perceive that they earn more production from their work than what they put into them will experience job satisfaction with regard to this principle. Some elements of the work itself often influence how it is viewed by an employee. Tasks that are explained offer higher employee satisfaction as a consistent task generates a satisfied, engaged workforce and demonstrates a great deal of interest in the work that is performed. Authors have identified five key work characteristics that affect an employee's psychological condition and influence their morale and job satisfaction, as well as their absenteeism levels, namely the variety of skills involved in a task, the identity and importance of the task, autonomy, and feedback. Workers equate their input-outcome ratio with that of other employees and employees will experience satisfaction if they find it to be equal (Robbins, 2007). They become frustrated and less motivated if workers perceive inequity in their input-outcome ratio relative to other employees.

6.Value – Percept Theory

The values of individuals decide their satisfaction with their jobs and workers hold various value systems in organisations, so their satisfaction levels may often vary based on this principle. Looking at the theory of value-percept, the idea is that the difference between expectations and what is obtained will cause disappointment depending on how important the job is to the individual (Anderson, Ones, Sinangil & Viswesvaran, 2001, p.32).In this theory, the possible issue is that there is a probability of a relationship between what individuals want and what they consider essential. These definitions can be technically separable, but difficult to distinguish functionally.

7.Vroom’s Expectancy Theory

The expectation theory of Vrooms stipulates that conduct is a result of decisions that are available to prioritize. The principle is to derive happiness and minimize employee frustration. Individual variables such as character and abilities assess output (Wagner and Hollenburg, 2007). This theory further clarifies that success, motivation, and effort are within the motivation of a person and this is confirmed by variables such as valence, instrumentality, and expectancy. The greater the commitment at work, the greater the results. 

8.Porter-Lawler Model

This is a theory of motivation that is systematic and more complete and covers different aspects. This model will provide specifics of the relationship between job performance and attitudes that characterize managers perfectly. The model also focuses on human behavioural assumptions. The model's deductions assume that human behaviour is affected by both internal and external influences, has various objectives, preferences and needs, logical and making their own decisions about their behaviour. Finally, people choose between alternative behaviours (Wagner and Hollenburg, 2007).

References 

1. M. Badubi, R. (2017). Theories of Motivation and Their Application in Organizations: A Risk Analysis. INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT, [online] 3(3), pp.44–51. Available at: https://researchleap.com/impact-recruitment-selection-strategy-employees-performance-study-three-selected-manufacturing-companies-nigeria/.
2. KnowledgeHut (2019). Motivation Theories - 5 Famous Motivation Theories | KnowledgeHut. [online] KnowledgeHut Tutorial. Available at: https://www.knowledgehut.com/tutorials/project-management/motivation-theories.
3. Lumenlearning.com. (2019). Theories of Motivation | Boundless Psychology. [online] Available at: https://courses.lumenlearning.com/boundless-psychology/chapter/theories-of-motivation/