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
- Forms of Organisational justice- Model of Organizational Justice
- 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
- 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
- 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