L4 : MOTIVATION/EQUITY/EXPECTANCY

CONCEPT : MOTIVATION - based on process (rather than needs).

THEORY :

ADAM EQUITY THEORY. (MUST compare against others)

we are motivated or demotivated based on whether we feel an outcome (for the input we put in ) vs others is fair (equitable) or not.

If we FEEL it is fair, we are motivated,
If we FEEL is is not fair, we are NOT motivated.

POSITIVE INEQUITY : we feel demotivated because compared to other , we received better outcome for the input we put in COMPARED to another colleague.


NEGATIVE  INEQUITY : we feel demotivated because compared to other , we received  less outcome for the input we put in COMPARED to another colleague.

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VROOM EPXECTANCY THEORY.

Expectancy ----> Instrumentality ------> Valence.


expectancy - the theory suggest that people will feel motivated to do (the job) because they EXPECT that their effort will lead to an outcome (eg meet sales target)

instrumentality - based on the expectation they can meet the outcome (eg sales target) , they will be motivated if they can get the reward.

valence -  if they think they can get the outcome, (if they work) and they will be rewarded, they will be MOTIVATED if they get the reward they WANT., so valence - do they value or what the reward given.

All 3 components (E,I,V) must be high for a person to be motivated.

If any one (of E,I,V) is not high, the person is not motivated.


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APPLICATION :

As manager, we need to understand how our staff are motivated based on their process, not needs. eg : when we want to give salary increase, need to consider how people will compare with their peers (output vs input), else they may be demotivated.

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REINFORCEMENT THEORY :

Our behaviour is reinforced (we repeat our behaviour) based on the kind of reward :

a) positive reward

• give something pleasant , eg meet sales target, get a holiday trip.

b) negative reward

• withdraw something unpleasant  eg : if you meet sales target, will not increase your next year sales target (something unpleasant)

c) punishment

• give something unpleasant
• eg if you don't meet sales target (desired behaviour) , cut your support staff(something unpleasant)

d) extinction.

• withdraw something something pleasant
• eg : if you don't meet sales target (desired behaviour), will increase sales target (the promised was not to increase sales target