Models of Motivation

Contributed By:

Jitendra Jha

Mudeet Arora
 Acknowledgement

 We would like to thank Prof. Vijaya Suvarna

for giving us this opportunity to get to know
and explore on the various Models of
Motivation through this project.

 Motivation
• Motivation is the result of the interaction of the
individual and the situation
•
• For example : a student may find reading a 20
pages note book very tiring, but the same
student may be able to read 150 pages of Harry
Potter just in one day. For the student the
change in motivation is driven by the situation.
•
• Thus, Motivation is defined as ‘the processes that
account for an individual’s intensity, direction,
& persistence of effort towards attaining a
goal’
 Models of Motivation
• Out of the multiple Motivational theories, we
would be focusing on the below 3 theories:


1) Adam’s Equity Theory

1)
2) Victor Vroom’s Expectancy Theory

3) Edwin Locke’s Goal Setting Theory


 1) Adam’s Equity Theory
• Degree of Equity and Inequity perceived by an
individual or by an employee with reference to
his work situation plays a major role in work
performance and satisfaction.

• Employees compare their outcomes, i.e. what they

get from their jobs(outputs) in relation to what
they give to their jobs (inputs).

• However, Perception is of utmost significance

•
 Inputs :


•Person’s experience
•Previous training

•Qualifications

•Personal Characteristics

•Interests

 Outputs :


•Pay
•Fringe Benefits

•Incentive

•Recognition

•Promotion

•Prestige
• On feeling inequity, employee generally-


– Changes in inputs


– Changes in outcomes


– Distort Perceptions of self



– Distort perception of others



– Leave the field.

•
The Theory proposes four methods by which employee
overcomes inequity:

1. If payment is on time rate system, then those capable will

increase productivity in terms of quality or quantity.
2.
3. If payment is based on Piece rate system, either
quality/quantity of units produced by capable employees
will be more.
4.
5. If payment is on time rate system, then those incapable will
decrease productivity in terms of quality or quantity .


4.
 If payment is based on Piece rate system, either quantity
of units produced by capable employees will be more but
with low quality.
•
 2) Victor Vroom’s Expectancy Theory
• The strength of a tendency to act in a certain way
depends on the strength of an expectation that
the act will be followed by a given outcome and
on attractiveness of that outcome to the
individual


• Thus, this theory focuses on three relationships:

•
–Effort-Performance Relationship.
–Performance Reward Relationship.

–Reward-Personal Goals Relationship

•
• Thus expectancy theory helps to explain why lot of workers aren't
motivated on their job and do only the minimum necessary to get
by.
•
• In summary, the key to expectancy theory is the understanding of an
individual's goals and the linkage between effort and
performance, between performance and rewards and, finally,
between the rewards and individual goal satisfaction.
•
• Expectancy theory recognizes that there is no universal principle for
explaining everyone's motivation.
•
• In addition, just because we understand what needs a person seeks to
satisfy does not ensure that the individual perceives high
performance as necessarily leading to the satisfaction to these
needs.
•
 3) Edwin Locke’s Goal Setting Theory
• Gene Broadwater coach of the Hamilton high school
cross-country team gave his squad these last words
before they approached the line for the league
championship race: “each one of you is physically
ready. Now, get out there and do your best. No one
can ever ask more of you than that.”


• The research on goal setting theory addresses these

issues, and the findings, as you will see, are
impressive in terms of the effect that goal specificity,
challenge, and feedback have no performance.


• In late 1960s, Edwin Locke proposed that intentions to work

toward a goal are a major source of work motivation.
•
• That is, goal tells an employee what needs to be done and
how much effort need to be expended.
•
• The evidence strongly supports the value of goals. More to
the point, we can say that specific goals increase
performance; that difficult goals, when accepted, result in
higher performance than do easy goals


• Goal-setting theory presupposes that an individual is

committed to the goal; that is, is determined not to lower
or abandon the goal.
•
• This is most likely to occur when goals are made public, and
 Conclusion

“People often say that motivation doesn't last.

Well, neither does bathing - that's why we

recommend it daily.”

Thank You