Motivation Theories Summary

Process Theories

• Focus on cognitive processes influencing behavior.
• Examine behavior relative to outcomes/others.

Expectancy Theory (Victor Vroom)

• Effort directed towards desired outcomes.
• Key components:
  • Expectancy (E): Effort → Performance belief.
  • Instrumentality (I): Performance → Outcome belief.
  • Valence (V): Value attached to the outcome.
• Motivation Formula: $F = (E) * (I) * (V)$

Organisational Justice and Fairness

• Distributive Justice: Perceived fairness of outcome.
• Procedural Justice: Fairness of procedures determining outcomes (consistency, transparency, neutrality).
• Interactional Justice: Perceived fairness in employee treatment.

Equity Theory (Stacy Adams)

• Motivation stems from perceived equitable treatment compared to others.
• Individuals compare:
  • Own work inputs and outcomes.
  • Others' work inputs and outcomes.
• Motivation = function of inputs and outcomes in comparison to others; Inputs include time, effort and loyalty vs outcomes, like salary, benefits and recognition.

Goal-Setting Theory

• Goals drive effort intensity and persistence.
• Goals: Cognitive representation of desired end state.
• Goal Setting: Establishing goals to motivate and clarify duties.
• Difficult & specific goals → higher performance.
• SMARTER goals:
  • Specific, Measurable, Achievable, Relevant, Time-bound, Exciting, Reviewed.

Contingencies of Reinforcement

• Increase desirable behaviors:
  • Positive Reinforcement: Positive outcome follows desired behavior (e.g., increased pay).
  • Negative Reinforcement: Unwanted outcome removed after desired behavior.
• Decrease undesirable behaviors:
  • Punishment: Unwanted outcome follows unwanted behavior (e.g., suspension).
  • Extinction: Removal of consequence following unwanted behavior (e.g., stop laughing at inappropriate jokes).