Management 300 Chapter 12 Part 2

Equity/Justice Theory:**

A theory that is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships. Based on Cognitive dissonance

Expectancy Theory:**

A theory that suggest that people are motivated by two things: How much they want something. How likely they think they are to get it.

Learning goal orientation:

Sees goals as a way of developing competence through the acquisition of new skills.

Meaningfulness:

The sense of belonging to and serving something that you believe is bigger than yourself.

Stretch Goals:

These are goals some companies adopt that are beyond what they are actually expected to achieve.

Some Ways employees try to reduce inequity:

They will reduce their inputs They will try to change the outputs or rewards they receive They will distort the inequity They will change the object of comparison They will leave the situation

Equity Theory: Outputs*

This part of the Equity Theory includes the rewards that people receive from an organization Pay benefits, praise, recognition, bonuses, promotions, status perquisites.

Equity Theory: Inputs*

This part of the Equity Theory is what people perceive they give to an organization are their time, effort, training, experience, intelligence, creativity, seniority, status and so on

Expectancy Theory: Expectancy*

This part of the Expectancy Theory involves belief that a particular level of effort will lead to a particular level of performance.

Expectancy Theory: Instrumentality*

This part of the Expectancy Theory involves expectation that successful performance of the task will lead to the desired outcome.

Expectancy Theory: Valence*

This part of the Expectancy Theory involves the value a worker assigns to an outcome.

Goal-Setting Theory:

This theory suggests that employees can be motivated by goals that are specific and challenging but achievable.

Performance goal orientation:

sees goals as a way of demonstrating and validating a competence we already have by seeking the approval of others.

Cognitive dissonance

the psychological discomfort people experience between their cognitive attitude and incompatible behavior.

Procedural Justice asks the question*

"How fair is the process for handing out rewards?"

Interactional Justice asks the question*

"How fairly am i being treated when rewards are given out?"

Distributive Justice asks the question*

"How fairly are rewards being given out?"

Expanding skills:

May include shadowing other employees, tuition reimbursement, and training.

Three elements to the expectancy theory:*

Expectancy Instrumentality Valence

Three Psychological states for the Job Characteristics Model

Experienced meaningfulness of work Experienced responsibility for work outcomes Knowledge of actual results of the work