MOTIVATION

THEORIES
Brain Stormers
Expectancy Theory
Vroom, 1964

• Criticism:
 The model can be overly simplistic. It does not explain why sometimes as humans we act against our best interests.
 External factors are ignored. For example, someone with problems in their personal life might underperform no matter what the reward.
 The model can be difficult to set up in larger organizations where the reward is not directly correlated to an individual performance but rather
to overall company performance.
McClelland’s Socially Acquired Needs Theory
• Identifies three basic needs that people develop and acquire from their life experiences: achievement,
affiliation, and power.

• McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and
one of these will be our dominant motivating driver. This dominant motivator is largely dependent on
our culture and life experiences.
• Achievers like to solve problems and achieve goals. Those with a strong need for affiliation don't like to
stand out or take risk, and they value relationships above anything else. Those with a strong power
motivator like to control others and be in charge.
• Robbins et al(2009) has criticized McClelland's theory stating that it has less practical effect than other
theories, because McClelland argued that the three needs are subconscious, meaning that we may be high
on these needs without knowing. Measuring them is not very easy.
Equity Theory
Adams, 1963
• First developed by Stacy Adam in 1963 where Equity is measured by comparing the ratio of contributions (or costs) and
benefits (or rewards) for each person. In other words, inequalities in relationships will cause those within it to be unhappy to
a degree proportional to the amount of inequality. It focuses on determining whether the distribution of resources is fair to
both relational partners as people value fair treatment which causes them to be motivated.

• Criticism:
 Equity Theory is too unidimensional, ignores procedure, and overestimates how important the concept of fairness is in
social interactions.
 Scholars have questioned the simplicity of the model, arguing that a number of demographic and psychological variables
affect people's perceptions of fairness and interactions with others.
 Equity theory has been conducted in laboratory settings, and thus has questionable applicability to real-world situations.
 People might perceive equity/inequity not only in terms of the specific inputs and outcomes of a relationship, but also in
terms of the overarching system that determines those inputs and outputs. Thus, in a business setting, one might feel that
his or her compensation is equitable to other employees', but one might view the entire compensation system as unfair.
Back Up Slide
McClelland’s Socially Acquired Needs Theory
Dominant Motivator Characteristics of This Person

 Has a strong need to set and accomplish challenging goals.

 Takes calculated risks to accomplish their goals.

 Likes to receive regular feedback on their progress and achievements.

Achievement  Often likes to work alone.

 Wants to belong to the group.

 Wants to be liked and will often go along with whatever the rest of the group wants to do.

 Favors collaboration over competition.

Affiliation  Doesn't like high risk or uncertainty.

 Wants to control and influence others.

 Likes to win arguments.

 Enjoys competition and winning.

Power  Enjoys status and recognition.

Equity Theory
Adams, 1963
◦ The theory deals with INPUTS and OUTCOMES where people motivational status could be
Overrewarded, Equity or Unrewarded.