Maslow's Hierarchy of Needs
Expectancy Theory
Expectancy theory Developed by victor Vroom and is a very popular theory of work motivation will be high when workers feel:
- high levels of effort lead to high performance
- high performance will lead to attainment of desire outcomes
Expectancy is the perception that effort (input) will result in a level of performance
- You will work hard if it leads to high performance
- You would be less willing to work hard if you knew that the best you would get on appear was a D regardless of how hard you tried.
Instrumentality performance leads to outcomes
- Workers are only motivate if they think performance leads to an outcome
- Managers should link performance to outcomes
Valence how desirable each outcome is to a person
- Managers should determine the outcomes workers want.
High Motivation According to the expectancy theory, high motivation results from high levels of Expectancy, Instrumentality and valence
- If just one value is low, motivation will below
- This means that even if desired outcomes are closely linked to performance, the worker must feel the task is possible to achieve for high motivation to result
- Managers need to consider this relationship to build a high performance firm.
- high levels of effort lead to high performance
- high performance will lead to attainment of desire outcomes
Expectancy is the perception that effort (input) will result in a level of performance
- You will work hard if it leads to high performance
- You would be less willing to work hard if you knew that the best you would get on appear was a D regardless of how hard you tried.
Instrumentality performance leads to outcomes
- Workers are only motivate if they think performance leads to an outcome
- Managers should link performance to outcomes
Valence how desirable each outcome is to a person
- Managers should determine the outcomes workers want.
High Motivation According to the expectancy theory, high motivation results from high levels of Expectancy, Instrumentality and valence
- If just one value is low, motivation will below
- This means that even if desired outcomes are closely linked to performance, the worker must feel the task is possible to achieve for high motivation to result
- Managers need to consider this relationship to build a high performance firm.
Equity Theory
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- Considers worker’s perceptions of the fairness of work outcomes in proportion to their inputs.
- Adams notes it is the relative rather than the absolute level of outcomes a person receives
- The outcome/input ratio is compared by worker with another person called a referent
- The referent is perceived as similar to the worker
- Equity exists when a person perceives their outcome/input ratio to be equal to the referent’s ratio.
- If the referent receives more outcomes, they should also give more inputs to achieve equity.
At St Andrews to avoid Inequity and upset the balance Mr Mac Master can do the flowing:
- Make sure workers outcome/input ratio is equal to referent
- Make sure workers are getting paid sufficient and not less than referent
- If there is and inequity make sure it is resolved as it will cause tension
- If under payed worker will not put 100% input (make sure workers have sufficient wage)
- Over payment, worker can change the referent to adjust
- If inequity persists, worker will often leave the firm so resolve as soon as possible.
- Adams notes it is the relative rather than the absolute level of outcomes a person receives
- The outcome/input ratio is compared by worker with another person called a referent
- The referent is perceived as similar to the worker
- Equity exists when a person perceives their outcome/input ratio to be equal to the referent’s ratio.
- If the referent receives more outcomes, they should also give more inputs to achieve equity.
At St Andrews to avoid Inequity and upset the balance Mr Mac Master can do the flowing:
- Make sure workers outcome/input ratio is equal to referent
- Make sure workers are getting paid sufficient and not less than referent
- If there is and inequity make sure it is resolved as it will cause tension
- If under payed worker will not put 100% input (make sure workers have sufficient wage)
- Over payment, worker can change the referent to adjust
- If inequity persists, worker will often leave the firm so resolve as soon as possible.