Professional Documents
Culture Documents
Adams Equity Theory Organizational Justice Expectancy Theory Motivation through Goal Setting Application of theories
Negative and positive inequity Equity sensitivity Reducing inequity Organizational Justice
A. An Equitable Situation
Self Other
$2
$4
McGraw-Hill/Irwin McGraw-Hill
Other
$2
$3 1 hour
= $3 per hour
C. Positive Inequity
Self Other
$3
$2 1 hour
= $1 per hour
Model
Expectancy Instrumentality
Valence
Reward people for desired performance and be transparent. Design challenging jobs. Tie some rewards to team work. Reward managers for creating and maintaining expectancies (self-efficacy), instrumentalities, and outcomes
Monitor employee motivation through interviews or anonymous questionnaires Accommodate individual differences by building flexibility into the motivation program
Factors:
Process
Step 1: Set goals Step 2: Goal commitment Step 3: Support and feedback
Theory applications
Skills & Best Practices: Managerial Actions for Enhancing Goal Commitment
1.
2.
Provide valued outcomes for goal accomplishment. Raise employees self-efficacy about meeting goals by:
1.
2.
3.
Training Role modeling desired behaviors and actions Persuasively communicating confidence in the employee
3. 4.
Make goals public Communicate an inspiring vision and explain how individual goals relate to the vision.
McGraw-Hill/Irwin 2005 The McGraw-Hill Companies, Inc. All rights reserved.
McGraw-Hill
Skills & Best Practices: Managerial Actions for Enhancing Goal Commitment (Cont.)
5. 6. 7. 8.
Participative goal setting Be supportive rather than punitive. Incremental goals Ensure that employees have necessary resources to accomplish goals
McGraw-Hill/Irwin McGraw-Hill