ISYS111 Lecture Notes - Lecture 28: Total Quality Management, Equity Theory, Expectancy Theory
17 Jun 2018
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What are the process theories of motivation and why is self-efficacy so important?
• Process theories of motivation:
o Adds to managers' understanding of individual differences
o Equity, expectancy and goal-setting theories each offer advice on how people make
choices to work hard or not based on:
• Individual preferences
• Available rewards
• Possible work outcomes
• Equity theory of motivation:
o People behave according to their perceptions
o Pay is a common source of equity controversies in the workplace
o Divided into:
• Gender equity: pay for men is higher than for women for the same job
• Comparable worth: people doing jobs of similar value is based on required
education, training and skills should receive similar pay
• Expectancy theory of motivation:
o Motivation (M), expectancy (E), Instrumentality (I) and valence (V) are related to one
another: M=ExIxV
o Motivation (M): amount a person is motivated by a situation
o Expectancy (E): person's perception that effort will result in performance
o Instrumentality (I): person's perception that performance will be rewarded/punished
o Valence (V): perceived strength of reward or punishment that will result from the
performance. Small reward=small motivation
o Managers are advised to act in ways to maximise all three components of the
equation
• Reinforcement theory of motivation:
o In the example, the supervisor aims to improve work quality as part of a total quality
management program and can use each of the strategies continuous improvement
practices among employees
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