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Process Theories - Coggle Diagram
Process Theories
Goal Setting Theory
Focuses on how individuals set goals and respond to them and the overall impact of this process on motivation
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Considerable research evidence showing employees perform extremely well when assigned specific and challenging goals in which they have a hand in setting
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International findings
Individual participation in goal setting was inconsistent with
prevailing Norwegian philosophy of participation
through union rep
In U.S. employee participation in goal setting is motivational; no
value for Norwegian employees in this study
Norwegian employees shunned participation and preferred to have union representative work with management to determine work goals
Equity Theory
International Findings
Managers perceived contributions greater than other groups in
kibbutz and felt under-compensated for value and effort.
Employees in Asia and Middle East often readily accept
inequitable treatment in order to preserve group harmony
Israeli kibbutz production unit, everyone treated same but
managers reported lower satisfaction levels than workers
Japanese men and women (and in Latin America) typically receive different pay for doing same work; due to years of cultural
conditioning women may not feel treated inequitably
While considerable support for theory in Western world, support is mixed on an international basis.
When people perceive they are treated equitably, it will have a
positive effect on their job satisfaction
If people believe they aren’t being treated fairly, they will be dissatisfied leading to negative effect on job performance; they will attempt to restore equity
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