Motivational Theories

Theory X/Y

Theory X and Y suggests that there are two views of employees as workers. Theory X assumes

that employees dislike work and need to be micromanaged or they will not perform well. Theory

Y assumes that employees are responsible, and accept work as natural. Margaret is assuming

Bob is lazy and incompetent and will get out of as much work as he can. She has assumed he

follows theory X. Margaret molds her behavior towards Bob based on this assumption. She

however, does tend to think Andrew follows Theory Y and treats him with more respect.

Equity Theory

Equity Theory involves people assessing their inputs to the organization and the output they

receive in return. People can compare their outputs that they receive with the 4 referent

comparisons discussed in Robbins and Judge: self-inside, self-outside, other-outside, and other

inside. Andrew feels he is being under rewarded and is not receiving the distributive justice or

the organizational justice he deserves for all the time he has spent with his boss.

Self Efficacy Theory

Self Efficacy theory is the confidence that a person has in their ability to perform a task. If one

has high self-efficacy, they believe they can accomplish the task and will put forth more effort to

do so. However, if they do not feel they can accomplish the task or that others do not believe

they can accomplish a task, they will put forth less effort and will have a higher chance of

failure.
Margaret is upset because she feels that Bob did not try to get her client to do Oprah. Bob also

feels low efficacy which is evidenced by the fact that he did not even ask the client to do the

interview on Oprah because he assumed the client would decline. Andrew shows high self

efficacy by using enactive mastery to show that he has gained relevant work experience showing

he feels confident his manuscript is great. He sets higher goals for himself even though he feels

a lack of support from his superior.