Question: Select one of the theories on Motivation that was discussed in Chapter

Question

Question:

Select one of the theories on Motivation that was discussed in Chapter 8 of the text or research a motivation theory that wasn’t discussed. Explain the theory and how a supervisor can use this theory in the workplace to motivate her staff. Draw on real life experience if you can. Write at least 250 words.

Theories on Motivation (select one):

1. Hierarchy-of-Needs Theory: A theory of Abraham Maslow that states that a satisfied need no longer creates tension and therefore doesn’t motivate. Maslow believed that the key to motivation is to determine where an individual is along the needs hierarchy and to focus motivation efforts at the point where needs become essentially unfulfilled.

2.Theory X–Theory Y: A theory of Douglas McGregor that a supervisor’s view of human nature is based on a certain grouping of assumptions and that he or she tends to mold behavior toward subordinates according to those assumptions.

3. Motivation-Hygiene Theory: A theory of Frederick Herzberg that the opposite of satisfaction is not “dissatisfaction” but “no satisfaction” and the opposite of dissatisfaction is not “satisfaction” but “no dissatisfaction.”

4. Equity Theory: The concept that employees perceive what they can get from a job situation (outcomes) in relation to what they put into it (inputs), and then compare their input–outcome ratio with the input– outcome ratio of others.

5. Expectancy Theory: A theory that individuals analyze effort–performance, performance– rewards, and rewards–personal goals relationships, and their level of effort depends on the strengths of their expectations that these relationships can be achieved.

Explanation / Answer

Equity theory of motivation

This theory focuses on an equal reward for equal work done by the employee. Equity is measured by the ratio of output by the input given by the employee. If the ratio is unequal for employees in similar roles, there might be dissatisfaction among the employees. The theory makes sure that the distribution of resources is equal among all the partners.

If the input of employee 1 is I1 and his outcome is O1

If the input of employee 2 is I2 and his outcome is O2, then

(I1 / O1) = (I2 / O2)

The input factors may be different as per different jobs like time, effort, experience, commitment, hard work, enthusiasm or personal sacrifice. However, the outcomes may be salary, job security, expenses, rewards, incentives, praise and sense of achievement.

While in business, employees expect a fair return for what they have invested in their job role. They determine their expected outcome by comparing the outcome of their peers.

If an employee feels equally treated in comparison to his fellow colleagues, his satisfaction levels will rise and so his performance will rise. This will help the employee in growing with the firm and stay longer with the company.

For the supervisor, it is his duty to closely monitor the activity and performance of each team member. He is required to appraise the employee accordingly and give him appropriate performance incentives.

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