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Motivational Theory
Motivational Theory
Motivational Theory
• Abinash Dash
• Subhankar Panda
• Biplab Adhya
• Sudipta Mohapatra
• Roni Priyadarsini
Contents
•Vroom’s Expectancy Theory
•Porter And Lawler Theory
•Goal Setting Theory
•Equity Theory
•Conclusion
Motivation
Motivation is defined as the process that
initiates, guides, and maintains goal-oriented
behaviours.
Motivation is what causes you to act,
whether it is getting a glass of water to
reduce thirst or reading a book to gain
knowledge.
Goal Theory
Porter &
Lawler
Theory
Vroom’s Expectancy Theory
• Victor H. Vroom has given this theory in 1964.
• Instrumentality
The perception that a particular level of performance will
result in the attaining a desired outcome (reward).
Vroom’s Expectancy Theory
• Process of expectancy theory –
Equity Theory
• Employees make comparison of their job
inputs and outcomes relative to those of
others:
O < O Inequity due to being under rewarded
IA IB
O = O Equity
IA IB
O > O
IA IB Inequity due to being over rewarded
Equity theory
Employee responses to perceived inequities:
• Distort own or others’ ratios.
• Induce others to change their own inputs or
outcomes.
• Change own inputs (increase or decrease efforts) or
outcomes (seek greater rewards).
• Choose a different comparison (referent) for other
(person, systems, or self).
• Quit their job.
Employees are concerned with both the absolute and
relative nature of organizational rewards.
Inputs & Outputs
Inputs Outputs
Individual’s contribution to Organization’s return to an
an organization. individual.
Time Job security
Effort Salary
Loyalty Employee benefits
Hard work Recognition
Commitment Reputation
Abilities Sense of achievement
Conclusion
• Though no one’s theory is successful, all the
theory together help us to understand the
behaviour of the employees.