CONTEMPORARY

THEORIES OF MOTIVATION
Goal Setting Theory
Reinforcement Theory
Equity Theory of Motivation
Expectancy Theory of Motivation

Goal Setting Theory

of Motivation

Goal Setting Theory of Motivation

Edwin LockeputforwardtheGoal-settingtheoryofmotivation.
This theory states that goal setting is essentially linked to task
performance.
It states that specific and challenging goals along with
appropriate feedback contribute to higher and better task
performance.
Insimplewords,goalsindicate and give direction toanemployee
aboutwhatneedstobedoneand how much efforts are required
tobeputin.

Features of goal-setting theory

Willingnesstowork-mainsourceofjobmotivation
Specificandcleargoals
Goalsshouldberealisticandchallenging
Betterandappropriatefeedbackofresults
Employeesparticipationingoalisnotalwaysdesirable

Eventualities of Goal-Setting
1.Self-efficiency

Self-efficiencyisthe individuals self-confidence and faith thathehas

potentialofperformingthetask
Higherthelevelofself-efficiency,greaterwillbetheeffortsputinbythe
individualwhentheyfacechallengingtasks

2.Goal commitment

Goalsettingtheoryassumesthattheindividualiscommittedtothegoalandwill
notleavethegoal.

Reinforcement
theory

Reinforcement theory
Reinforcementtheoryofmotivationwasproposedby BF Skinnerand
hisassociates.
It states that individuals behaviour is a function of its
consequences.
It is based on law of effect, i.e., individuals behaviour with
positive consequences tends to be repeated, but individuals
behaviour with negative consequences tends not to be
repeated.

Methods for controlling the behaviour of the

employees

Positive Reinforcement
Negative Reinforcement
Punishment
Extinction

Equity Theory of
Motivation

Equity Theory of Motivation

Thecore of the equity theory is the principle of
balance or equity.
Asperthismotivationtheory, an individuals
motivation level is correlated to his perception
of equity, fairness and justice practiced by the
management.
Higherisindividualsperceptionoffairness,greateris
themotivationlevelandviceversa.

Negative Tension state

Equityisperceivedwhenthisratioisequal.Whileifthis
ratioisunequal,itleadstoequity tension.
J.StacyAdamscalledthisanegative tension state
which motivates him to do something right to
relieve this tension.
Acomparisonhasbeenmadebetween2workersAand
Btounderstandthispoint.

EQUITY THEORY

Assumptions of the Equity Theory

Thetheorydemonstratesthattheindividualsareconcernedboth
withtheirownrewardsandalsowithwhatothersgetintheir
comparison.
Employeesexpectafairandequitablereturnfortheircontribution
totheirjobs.
Employeesdecidewhattheirequitablereturnshouldbeafter
comparingtheirinputsandoutcomeswiththoseoftheircolleagues.
Employeeswhoperceivethemselvesasbeinginaninequitable
scenariowillattempttoreducetheinequityeitherbydistorting
inputsand/oroutcomespsychologically,bydirectlyalteringinputs
and/oroutputs,orbyquittingtheorganization.

Expectancy Theory
of Motivation

Expectancy Theory
The expectancy theory was proposed byVictor Vroomof Yale School of
Management.
Vroom stresses and focuses on outcomes, and not on needs
unlike Maslow and Herzberg.
The theory states that the intensity of a tendency to perform in a
particular manner is dependent on the intensity of an
expectation that the performance will be followed by a definite
outcome and on the appeal of the outcome to the individual.
TheExpectancy theorystates that employees motivation is an outcome
ofhowmuchanindividualwantsareward(Valence),theassessmentthat
the likelihood that the effort will lead to expected performance
(Expectancy) and the belief that the performance will lead to reward
(Instrumentality).

 The expectancy theory concentrates on the

followingthreerelationships:
1. Effort-performance relationship: What is the
likelihoodthattheindividualseffortberecognizedinhis
performanceappraisal?
2. Performance-reward relationship: It talks about
the extent to which the employee believes that getting a
good performance appraisal leads to organizational
rewards.
3. Rewards-personal goals relationship:Itisallabout
theattractivenessorappealofthepotentialrewardtothe
individual.

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