Topic 5(A): Motivation Concepts

6.Equity theory suggests employees who perceive inequity will make one of six choices

Distort perceptions of self

Distort perceptions of others

Change outcomes

Choose a different referent

Change inputs

Leave the field

  1. Forms of Organisational justice- Model of Organizational Justice
  1. Three key elements

1.Definition of

Direction-the direction to the goal

Persistence-It measures how long a person can maintain effort

Intensity-concerned with how hard a person tries

Procedural Justice- Perceived fairness of process used to determine outcome

Interactional Justice-Sensitivity to the quality of interpersonal treatment

Distributive Justice- preceived fairness of outcome

Motivation

Equity theory

  1. Early theories of motivation

(ii) Herzberg's Two-Factor Theory

(iiii) McClelland's Theory of Needs

(i) Maslow's Hierarchy of Needs

Need for power (nPow): need to make others behave in a way that they would not have behaved otherwise.

Need for affiliation (nAfl): desire for friendly and close interpersonal relationships.

Need for achievement (nAch): drive to excel, to achieve in relation to a set of standards, to strive to succeed.

hygiene factors

Motivation Factors

Relationships

Work conditions

Supervision

Remuneration

Company Policies

Salary

The work itself

Responsibility

Recognition

Advancement

Achievement

Growth

Social-belongingness

Safety-security

Esteem

Physiological

Self-actualization

5.Other contemporary theories

  1. Contemporary Theories of Motivation

Self-determination theory

Goal-Setting Theory

Operant conditioning theory

Social-learning theory

Reinforcement theory

Motivation is essentially the underlying drive of individuals to accomplish tasks and goals

Equity theory is a theory of motivation that suggests that employee motivation at work is driven largely by their sense of fairness

Security