.

Sometimes called as
process theories
.Designed to help us
understand the
process involved in
peoples behavior
Based on research of B.F. Skinner
(1953),views motivation as learning
conditioned to associate behavior with a
consequence
A behavior followed by a reinforcing stimulus results in an
increased probability of that behavior occurring in the
future.

In this theory leaders are most

effective when they can control or
even manipulate the consequences of a
followers behavior..
Consequences influence
behavior.

It means that people do things

because they know other
things will follow.
Emphasizes that people
dont just respond
passively to
reinforcement or lack
thereof; rather, actively
and consciously
interacting with their
environment
He proposes three variables to account
for: Expectancy, Instrumentality and
Valence

Expectancy is the belief that increased effort will lead

to increased performance

Instrumentality is the belief that if you perform well

that a valued outcome will be received

Valence is the importance that the individual places

upon the expected outcome.
 expectancy Instrumentality

efforts performance outcome

valence
Degree of perceived
fairness in the work
situation is the key to job
satisfaction and worker
effort
Calls for a fair balance to be struck
between an employees inputs
(hard work, skill level, tolerance,
enthusiasm, etc.) and an
Suggest that people dont expend
effort rewards or task outcomes,
but to accomplish the goal itself
Believe in :Three assumptions (Locke
1968) :
.specific goals are effective than general goals
.challenging goals leads to higher performance
.rewards are effective only in that they
encourage people to change their goals
 Monistic Theory
Frederick Taylor
Believed that: energetic people with
high productivity learn that they earn
no more than a lazy worker who does
as little as possible, they will lose
interest in giving optimal performance.
INCENTIVES should be given( ex. Merits ,
bonus, savings)- increase ones self -
esteem
 Aldefers Modified Need
Heirarchy
Clayton Alderfer
Collapses Maslows Five Hierarchical
levels
EXISTENCE-RELATEDNESS-GROWTH
(ERG theory)- when people are frustrated
in their attempts to satisfy one level
need they need to redirect their energy
toward a lower level need
 McClellands Basic needs
Theory
3 basic needs
1. Achievement desire to make a
contribution, to excel, to succeed
-eager for responsibility, take risk and
desire feedback for performance
2. Power- want to be in control and desire
influence towards others
-interested in personal power and prestige
than effective performance
3. Affiliation desire working in
human environment and seek
out meaningful friendships

-wanted to be respected and

avoids actions and decisions
that oppose group norms