Comparison between expectancy theory and equity theory in the workplace
Vroom developed the expectancy theory in As the name implies, this theory reflects on the employees expectations at the workplace, which is reliant on employee inputs and rewards. 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.
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. If all these are positive on the scale, the employees can be considered highly motivated. Expectancy theory is based on found assumptions as per Vroom These assumptions are: Assumption No.
These expectations will be about their needs, motivations, and experiences. These will determine how they behave and react to the chosen organization. Assumption No. They are free to choose their behaviors based on their expectations. Some may want a good salary, some may want job security, some may prefer career advancement, etc.
Based on these assumptions of workplace behavior of an employee, three elements are important. These are expectancy, instrumentality, and valence. Expectancy is the belief that effort will lead to acceptable performance. Instrumentality refers to the performance reward.
Valence is the value of the reward to the satisfaction of employee. All three factors are given numbers from 0 — 1. Zero is the least and 1 is the highest. Both are extreme ends. Usually, the numbers will vary in between. After giving numbers individually to all three, it will be multiplied Expectancy x Instrumentality x Valence. The higher the number, the higher probability employees are highly motivated. While, lesser the number, they are less motivated or dissatisfied with work.
What is Equity Theory? Adams proposed the equity theory in Equity theory proposes that employees who perceive themselves as over-rewarded or under-rewarded will experience distress. This distress persuades them to restore equity at the workplace.
Equity theory has elements of exchange input and output , dissonance lack of agreement and social comparison in predicting individual behavior in relation to others. The comparison function is featured strongly on equity theory.
Therefore, even if an employee believes that his effort will result in performance, which will result in reward, motivation will be zero if the valence of the reward he expects to receive is zero Lunenburg, Expectancy theory is not complete and all comprehensive. All theories of motivation suffer from this limitation.
Not all the employees may have the time, willingness, favourable situation, resources or even the adequate ability to calculate motivation in the way this theory assumes. As well as the managers also may be lacking one or more of the above parameters to take a decision of what motivates a particular employee. Some critics suggest it has only limited use and is more valid where individuals clearly perceive effort reward linkage of the three.
Robbins Stephan and Judge Timothy Experts have also suggested that reliable measures of valence, expectancy and instrumentality need to be developed. Newstrom John W, Davis Keith The second process theory that I will analyse is the Equity theory Adams, , which states that people evaluate information sources in terms of personal relevance, using similar others for comparisons Gary P.
However, Equity theory states that unequal ratios produce tension within the person. This tension will lead to dissatisfaction, anger, and guilt. People will feel angry and dissatisfied when they are getting less of what they expect in comparison to what they input and people also feel guilty if they receive more that their worth.
Adam The modes of inequity resolution are the weakest part of the theory Robert Pritchard Even though the theory predicts behaviour in underpayment conditions, it does not predict overpayment conditions and does not account for individual differences impact upon equity. In conclusion, The expectancy theory and Equity theory are two process theories of motivation based on how people make choices to work hard or not. The type of choices are based on: Individual preference.
Available rewards and. Possible work outcomes. Expectancy theory holds that individuals seek to maximise their positive outcomes. In contrast, Equity theory poses that individuals seek to find balance between their inputs and outcomes. Vecchio, Managers find themselves juggling employee job satisfaction, motivation, and performance while attempting to adapt to new cultural requirements that come with globalisation.
Managers face the challenge of building a culture conducive to high morale and efficiency in their evolving organisations. According to Adams , managers must consider that employees will make situational comparisons between themselves and their coworkers. Additionally,it is important that managers understand that although they may not treat each employee the same, they must treat them fairly.
Expectancy theory shows a heavy linkage between rewards and the amount of work needing to be done to achieve the reward. Managers will be better able to predict performance and employees will know their position at any given time within the organisation if standards are established and expectations are delivered consistently. As this was my first essay I have ever done as a third level student I was motivated to try and do my best to complete the assignment.
I believe by completing a task or achieving the necessary performance, I am presented with expectancy.
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Factors that motivate business faculty to conduct research: An expectancy theory analysis. Journal of Education for Business, 81 4 , Humphreys, J. Leadership and temperament congruence: Extending the expectancy model of work motivation. Klein, S. Pay factors as predictors to satisfaction: A comparison of reinforcement, equity, and expectancy. Academy of Management Journal Pre , 16 4 , Miner, J. Skiba, M. The disutility of equity theory in contemporary management practice.
The Journal of Business and Economic Studies, 17 2 , Rate This report on Employee Motivation: Expectancy and Equity Theories was written and submitted by your fellow student. Expectancy theory, initially put forward by Victor Vroom at the Yale School of Management, suggests that behavior is motivated by anticipated results or consequences.
Vroom proposed that a person decides to behave in a certain way based on the expected result of the chosen behavior. What is the main point of equity theory? Equity theory focuses on determining whether the distribution of resources is fair to both relational partners. It proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will experience distress, and that this distress leads to efforts to restore equity within the relationship. What is the assumption of equity theory?
Assumptions of the Equity Theory The theory demonstrates that the individuals are concerned both with their own rewards and also with what others get in their comparison. Employees expect a fair and equitable return for their contribution to their jobs. Who proposed equity theory? What is equity example? Equity is the ownership of any asset after any liabilities associated with the asset are cleared. It is the value or interest of the most junior class of investors in assets.
What is difference between equality and equity? Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome. What is the difference between equity and capital?
How can expectancy theory be applied? The Expectancy Theory of Motivation attempts to explain why people behave the way they do. We can then use this information as an input for creating motivated employees. How can managers apply expectancy theory? To use expectancy theory in the workplace, rewards or other outcomes to motivate people must be desired by those individuals.
Managers must therefore try to identify desirable, valued outcomes rather than simply assuming they know exactly what their employees want. How is organizational justice a refinement of equity theory? Demonstrate how organizational justice is a refinement of equity theory. Answer: The equity theory says that employees compare their ratios of outcomes-to-inputs of relevant others and then respond to eliminate any inequities.
What is reinforcement and expectancy theory? Reinforcement and Expectancy Theory: This theory is based on the assumption that, the reward-earning behavior is likely to be repeated, i. What is Porter and Lawler model? The Porter and Lawler theory of motivation is based on the assumption that rewards cause satisfaction and that sometimes performance produces reward.
Which is the correct sequence for expectancy theory? Post navigation.
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