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Chapter 7: Motivation through Equity,Expectancy & Goal Setting

Adams Equity Theory

Organizational Justice

Expectancy Theory

Motivation through Goal Setting

Application of theories

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Adams Equity Theory of Motivation

Negative and positive inequity

Equity sensitivity

Reducing inequity Organizational Justice

Distributive

Procedural Interactional

Findings and applications

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Figure 7-1

Negative and Positive Inequity

McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.

A. An Equitable Situation

SelfOther

$2

1 hour

= $2 per hour$4

2 hours

= $2 per hour

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Figure 7-1

Negative and Positive Inequity (Cont.)

McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.

$2

1 hour= $2 per hour

$3

1 hour= $3 per hour

B. Negative Inequity

Self Other

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Figure 7-1

Negative and Positive Inequity (Cont.)

McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.

$2

1 hour= $1 per hour

C. Positive Inequity

$3

1 hour= $3 per hour

SelfOther

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Expectancy Theory of Motivation

Vrooms Model

Expectancy

Instrumentality

Valence

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Organizational Implications of

Expectancy Theory

Reward people for desired performanceand be transparent.

Design challenging jobs.

Tie some rewards to team work.

Reward managers for creating and

maintaining expectancies (self-efficacy),instrumentalities, and outcomes

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Organizational Implications of

Expectancy Theory

Monitor employee motivation throughinterviews or anonymous questionnaires

Accommodate individual differences bybuilding flexibility into the motivation

program

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Motivation through Goal Setting

Goals

How does goal setting work? Attention

Effort Persistence

Factors: Difficulty

Specificity Participative

Commitment

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Table 7-2

McGraw-Hill 2005 The McGraw-Hill Companies, Inc. All rights reserved.

Guidelines for Writing SMART Goals

Specific

MeasurableAttainable

Results orientedTime bound

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Motivation through Goal Setting

Process

Step 1: Set goals

Step 2: Goal commitment

Step 3: Support and feedback

Theory applications

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Skills & Best Practices: Managerial

Actions for Enhancing Goal Commitment

1. Provide valued outcomes for goalaccomplishment.

2. Raise employees self-efficacy about meetinggoals by:

1. Training

2. Role modeling desired behaviors and actions

3. Persuasively communicating confidence in theemployee

3. Make goals public

4. Communicate an inspiring vision and explainhow individual goals relate to the vision.

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Skills & Best Practices: ManagerialActions for Enhancing Goal Commitment (Cont.)

5. Participative goal setting

6. Be supportive rather than punitive.

7. Incremental goals8. Ensure that employees have necessary

resources to accomplish goals

M G Hill/I i