Process Theories

- Deals with how motivation occurs

1. Vroom's Expectancy Theory

2. Adam's Equity Theory
3. Goal Setting Theory
4. Reinforcement Theory

[Link]'s Expectancy Theory

Vroom's Expectancy Theory was proposed by Victor H. Vroom, who believed that people are
motivated to perform activities to achieve some goal to the extent they expect that certain
actions on their part would help them to achieve the goal

This theory was based on the assumption that an individual's behavior results from the choices
made by him with respect to the alternative courses of action which is related to the
physiological events occurring simultaneously with the behaviour, This mean that an individual
selects a certain behavior over the other behavior with an expectation of getting results he
desired for.

This theory roots in the cognitive concept, How an individual processes the different elements of
motivation.

This theory is built around the concept of valence, instrumentality, and Expectancy and
therefore, is often called as VIE theory

● The algebraic representation of Vroom's Expectancy theory is

Motivation (force)-Valence x Expectancy
Expectancy is a person's belief that more effort will result into success
If you work harder it will result into a better performance

Instrumentality is the person's belief that there is a connection between activity and goal
If you perform well, you will get reward

Valence is the degree to which a person values the reward the results of success

[Link]'s Equity Theory.

The Adam's Equity Theory poses that people maintain a fair relationship between the
performance and rewards in comparison to others in other words, an employee gets
demotivated by the job and his employer in case inputs are more than the outputs

The Adam's Equity Theory was proposed by John Stacey Adams, and is based on the
following assumptions Individuals make contributions (input) for which they certain rewant
(outcomes)

To validate the exchange, an individual compares his input and outcomes with those of others
and try to rectify the inequality. There are three types of exchange relationships that arise when
an individual input/outcomes are compared with that of the other persons.

[Link] Inequity.
When an individual perceives that his outcomes are more as compared to his inputs, in relation
to others. The overpaid inoquity can be expressed as

2 Underpaid Inequity,
When an individual perceives that his outcomes are less as comed to his inputs, in relation to
others. The Underpaid Equity can be expressed as

3. Equity.
An individual perceives that his outcomes in relation to his inputs are aqual to those of others.
The equity can be expressed as

Thus, Adam's equity theory shows the level of motivation among the individualsals in the
working environment. An individual is said to be highly motivated if he perceives to be treated
fairly While the feelings of demotivation arise if an individual perceives to be treated unfairly in
the organization

[Link] SETTING THEORY.

In 1960's Edwin Locke put forward the Goal-setting theory of motivation

This theory states that goal setting is essentially linked to task performance.

It states that specific and challenging goals along with appropriate feedback contribute to higher
and better task performance.

The important features of goal-setting theory are as follows

The willingness to work towards attainment of the goals is the main source of job motivation

Clear, particular, difficult goals are greater motivating factors than easy, specific and clear lead
to better output and performance

Unambiguous and clear goal accompanied by a deadline For a completion avoids

misunderstanding

Goal should be realistic and challenging, this gives an individual A feeling of pride and triumph
when he attends them and sets them up for the attainment of the next goal

The more challenging the goal the greater the reward and the passion for achieving it. Better
and appropriate feedback directs the employees behavior and contributes to higher
performance than absences

Feedback is gaining reputation, making clarification, And regulating goals difficulties. It helps
employees to have more involvement and lead to greater job satisfaction
Employees' participation in goal is not always desirable. Participation of setting goal, however,
makes goal more acceptable and leads to more involvement goal setting theory has certain
eventualities such as

A, Self-efficiency
Self-efficiency is the individual's self-confidence and faith that he us potential of
performing the task Higher the level of self-efficiency, greater wie efforts put in by the
individual when they face challenging tasks

B Goal commitment
Goal setting theory assumes that the individual is committed to the goal and will not
leave the goal The goal commitment is dependent on the following factors
● Goals are made open, known, and broadcasted
● Goals should be set-self by individual rather than designated
● Individual's set goals should be consistent with the organizational goals and
vision

[Link] Theory:
This theory is based on the concepts of operant conditioning developed by BF. Skinner. It
argues that the behavior of people is largely determined by its consequence. In other words,
those actions that tend to have positive or pleasant consequences tend to be repeated more
often in future, while those actions that tend to have repeated negative or unpleasant
consequences are less likely to be repeated again

This theory suggests that managers should try to structure the contingencies of rewards and
punishments on-the-job, in such a way, the consequence of an effective job behavior is positive
while the consequence of an effective work behavior is negative or unpleasant

The focus of this approach is upon modifying or changing the people's organizational behavior
The basic notion underlying reinforcement theory is the concept of reinforcement itself. An event
is said to be reinforcing if the event following some behavior makes the behavior more likely to
occur again

in the future organizational settings four basic kinds of reinforcement can result from behavior
which is discussed briefly as under

1. Positive Reinforcement.
A method of strengthening behavior with rewards or positive outcomes after a desired behavior
is performed

. 2. Avoidance/Negative reinforcement.
Used to strengthen behavior by avoiding unpleasant consequences that would result if the
behavior was not performed

3. Punishment.
Used to weaken undesired behaviors by using negative outcomes pleasant consequence when
the behavior is performed

4. Extinction.
Used to weaken undeored behaviors by simply ignoring or not reinforcing that behavior