Group Members Jyoti Ranjan Sahu

Sarmistha Sahoo
Bandana Moharana
Archana Panigrahi
Rahul Prasad Singh

Topics to Explore Introduction

Definition
Importance
Structure of Motivation

Equity Theory
Conclusion

Introduction Motivation is a psychological

process, technically, the term MOTIVATION
which has derived from Latin word movere
which moves to move.

Meaning -

A motive is an inner state that

energizes, activates or move motivation and that
direct or channels behaviour towards goal.

Definition Motivation implies

emotions or desires which brings.

- Vance
A process that
starts with a physiological or
psychological deficiency or need that
activates behaviour or drive that is
aimed at a goal.
-

Importance or Nature It concerns with what activates

human behaviour.
It involves what directs this
behaviour towards a particular goal.
It concerns how this behaviour
sustained (supported).

Motivation

Equity Theory
Equity theory was first
developed in 1963 by J. Stacy Adams.
Equity theory based on
the assumption that individuals are
motivated by their desire to be equitable
treated in their work relationship.

From the above we can know that Self inside - Same position with Same
organisation
Self Outside Same position Other
organisation
Other inside Other position, Same
organisation
Other Outside Other position, Other
organisation

inputs

equity
dependent on comparing
own ratio of input/output with
ratios of 'referent' others

outputs

Inputs are typically: effort,

loyalty, hard work,
commitment, skill, ability,
adaptability, flexibility,
tolerance, determination,
heart and soul, enthusiasm,
trust in our boss and
superiors, support of
colleagues and subordinates,
personal sacrifice, etc.

People need to feel that

there is a fair balance
between inputs and outputs.
Crucially fairness is
measured by comparing
one's own balance or ratio
between inputs and outputs,
with the ratio enjoyed or
endured by relevant
('referent') others.

Outputs are typically all

financial rewards - pay,
salary, expenses, perks,
benefits, pension
arrangements, bonus and
commission - plus
intangibles - recognition,
reputation, praise and
thanks, interest,
responsibility, stimulus,
travel, training, development,
sense of achievement and
advancement, promotion,
etc.

Conclusion

Adams stated that if an employee believes that their

work outputs are not equal or greater than their inputs
then the employee will become de-motivated.

Adams theory includes the assertion that when an

employee is assessing whether the outputs they receive
are fair the employee will often compare their colleagues
work inputs and outputs with their own.

The comparison will often be made with an employee

at a similar level in the organisation to the employee.

References Adams, J.S. (1963). Toward and understanding of

inequity.Journal of abnormal and social
psychology. 67(5). 422-436.
Adams, J. S. (1965). Inequity in social exchange. In
L. Berkowitz (Ed.),Advances in experimental and
social psychology(pp. 276-299). New York:
Academic Press.
Pennsylvania State University World Campus.
(2011).Lesson 5: Equity Theory: Is what I get for
my work fair compared to others?.Retrieved from
https://courses.worldcampus.psu.edu/fa11/psych4
84/001/content/lesson05/lesson05_01.html

HAVE YOU
ANY
QUESTION?