Motivation and Reward System
Motivation and Rewards System
GROUP III
Motivation through Equity, Expectancy and Goal Setting
Three Cognitive Theories of Work Motivation
1. Adams’s Equity Theory is a model of motivation that explains how people strive for
fairness and justice in social exchanges or give-and-take relationship and based on Cognitive Dissonance Theory.
2. Expectancy Theory
Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes
What an individual is trying to accomplish: it is the object or aim of an action
3. Goal Setting
Cognitive Dissonance Theory
People are motivated to maintain consistency between their cognitive beliefs and their behavior. Perceived inconsistencies create cognitive dissonance ( or psychological discomfort) which, in turn, motivates corrective action. (by LEON FESTINGER)
Factors Considered When Making Equity Comparisons
INPUTS Time OUTCOMES Pay / Bonuses
Education / Training Experience
Past Performance Ability and Skill Creativity
Fringe Benefits Challenging Assignments
Time off with Pay Job Security Career Advancement/Promotion
TYPES OF INEQUITY 1. Negative Inequity
Comparison in which another person receive greater outcomes for similar inputs
Comparison in which another person receives lesser outcomes for similar inputs
2. Positive Inequity
1.
1.
DYNAMICS OF PERCEIVED INEQUITY Negative inequity is less tolerable than positive inequity Equity Sensitivity – reflects an individuals as different preferences for, tolerance for, and reactions to the level of equity associated with any given situation Inequity can be reduced in a variety of ways
METHODS 1. Person can increase his /her inputs 2.Person can decrease his/her inputs 3. Person can attempt to increase his /her outcomes 4. Person can decrease his/her outcomes 5. Leave a field 6. Person can psychologically distorts his/her inputs and outcomes 7. Person can psychologically distort the inputs or
GROUP III
Motivation through Equity, Expectancy and Goal Setting
Three Cognitive Theories of Work Motivation
1. Adams’s Equity Theory is a model of motivation that explains how people strive for
fairness and justice in social exchanges or give-and-take relationship and based on Cognitive Dissonance Theory.
2. Expectancy Theory
Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes
What an individual is trying to accomplish: it is the object or aim of an action
3. Goal Setting
Cognitive Dissonance Theory
People are motivated to maintain consistency between their cognitive beliefs and their behavior. Perceived inconsistencies create cognitive dissonance ( or psychological discomfort) which, in turn, motivates corrective action. (by LEON FESTINGER)
Factors Considered When Making Equity Comparisons
INPUTS Time OUTCOMES Pay / Bonuses
Education / Training Experience
Past Performance Ability and Skill Creativity
Fringe Benefits Challenging Assignments
Time off with Pay Job Security Career Advancement/Promotion
TYPES OF INEQUITY 1. Negative Inequity
Comparison in which another person receive greater outcomes for similar inputs
Comparison in which another person receives lesser outcomes for similar inputs
2. Positive Inequity
1.
1.
DYNAMICS OF PERCEIVED INEQUITY Negative inequity is less tolerable than positive inequity Equity Sensitivity – reflects an individuals as different preferences for, tolerance for, and reactions to the level of equity associated with any given situation Inequity can be reduced in a variety of ways
METHODS 1. Person can increase his /her inputs 2.Person can decrease his/her inputs 3. Person can attempt to increase his /her outcomes 4. Person can decrease his/her outcomes 5. Leave a field 6. Person can psychologically distorts his/her inputs and outcomes 7. Person can psychologically distort the inputs or