The effort and reward ratio is the factor, which is usually compared by employees between each other to determine the fair treatment. This fair treatment determines the level of motivation along with the effort and rewards. The strong feature that we discuss equity theory is comparison and sense of fair treatment among other staff. The effort is not only limited to working hours while the rewards are not only salary, which is quite logical. The comparison function is featured strongly on equity theory.Īdams indicates that all employees put efforts and collect rewards from employment. Equity theory has elements of exchange (input and output), dissonance (lack of agreement) and social comparison in predicting individual behavior in relation to others. This distress persuades them to restore equity at the workplace. Equity theory proposes that employees who perceive themselves as over-rewarded or under-rewarded will experience distress.
While, lesser the number, they are less motivated or dissatisfied with work.Īdams proposed the equity theory in 1963. The higher the number, the higher probability employees are highly motivated. After giving numbers individually to all three, it will be multiplied (Expectancy x Instrumentality x Valence). Usually, the numbers will vary in between. All three factors are given numbers from 0 – 1. Valence is the value of the reward to the satisfaction of employee. Instrumentality refers to the performance reward. Expectancy is the belief that effort will lead to acceptable performance. These are expectancy, instrumentality, and valence. 4: Employees will choose among reward alternatives in order to optimize outcomes for their preference.īased on these assumptions of workplace behavior of an employee, three elements are important. Some may want a good salary, some may want job security, some may prefer career advancement, etc.Īssumption No. 3: Different people want or expect different rewards from organizations.
Adam equity theory of motivation free#
They are free to choose their behaviors based on their expectations.Īssumption No. 2: Employee behavior is a result of his / her conscious decision. These will determine how they behave and react to the chosen organization.Īssumption No. These expectations will be about their needs, motivations, and experiences. 1: People accept jobs at organizations with expectations. If we are to classify the expectancy theory, “ Employees will be motivated if they believe their strong effort will lead to good performance that will lead to their desired results”.Įxpectancy theory is based on found assumptions as per Vroom (1964). If all these are positive on the scale, the employees can be considered highly motivated. In simpler terms employees believe, that there is a relationship between the effort they put at work, the results they achieve from that effort and the rewards for the results obtained.
Adam equity theory of motivation how to#
This does not provide exact suggestions on how to motivate employees but provides a process framework where cognitive variables that reflect individual differences in work motivation. As the name implies, this theory reflects on the employees expectations at the workplace, which is reliant on employee inputs and rewards. Vroom developed the expectancy theory in 1964. The key difference between expectancy theory and equity theory is that according to expectancy theory, people perform actions in exchange for rewards based on their conscious expectations, but equity theory suggests that people derive job satisfaction by comparing their effort and reward ratio with others. There has been extensive research in this field and many different theories of which expectancy theory and equity theory are two examples. This is a vast area of study in human resources management. Motivation provides reasons for people’s action, desires, and needs. Motivation is the theoretical concept, which attempts to explain human behavior.
The difference between expectancy theory and equity theory needs substantial analysis as both explain how employees’ relationships evolve in a working environment.