Motivation Process Theories

Question 1

Stacy Adams equity theory

Answer 1

Assumptions
Individuals are motivated by a sense of fairness is derived from a social comparison

People compare what they get from their job with what they put into it

People compare their input to output ratio to that of a referent

Perceptions of inequity create distress and an action potential to reduce inequality

Question 2

Equity theory :inputs and outputs

Answer 2

Inputs
Time effort ability
Skills training level of education
Flexibility integrity commitment reliability personal sacrifice loyalty

What are outputs
Pay bonus benefits security
Recognition development reputation
Responsibility joy interest

Question 3

Equity theory overview

Answer 3

Very good research support that unfairness is costly

Unfairness is rested to dissatisfaction,anger,turnover, ill health

Note: some people are more sensitive to justice than others

Note : perceptions of fairness are subjective

Over reward rarely leads to guilt

Question 4

Managerial implications of organisational justice

Answer 4

Besides allocation of inputs and outputs (distributive justice) there is

Fairness of process
(Procedural justice)

Fairness of information/explanations
(Informational justice )

Fairness of interpersonal treatment (interpersonal justice)

When layoff victims felt unfairly treated 66% willing to take legal actions

When fairly treated 16%

Question 5

Goal setting theory

Answer 5

Edwin Locke and Gary Latham goal setting theory

What do goals do

Direction -direct attention,effort and action towards goal relevant actions
Helps prioritise tasks

Energy- goals give energy
Can lead to increase effort,persistence m,commitment to task

Strategy- goals make people use skills/abilities/knowledge
Goals make us learn new things and help us be creative

Question 6

Smart goals

Answer 6

Specific 
Measurable 
Action orientated
Realistic and relevant 
Time based

Question 7

Edwina and Gary theory overview

Answer 7

Specific high goals lead to higher performance than no goals or eve. Abstract/general goals

Goal commitment -higher when employees believe they can and want to achieve it

Self set better than forced

Feedback needed to progress

Question 8

Goal setting eval

Answer 8

Individuals focus attention on activities that are measured (quantity over quality)

Individuals only focus on goals and not on other important aspect

Reward for reaching goals often lead to an aggressive pursuit of goals