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MOTIVATION THEORY.   Term Paper ID:23380 Click to get this paper Essay Subject: Compares principles & effectiveness of equity theory & goal theory as applied to organizational environments.... More... 6 Pages / 1350 Words 9 sources, 24 Citations, TURABIAN Format $24.00 Return to List of Papers Paper Abstract: Compares principles & effectiveness of equity theory & goal theory as applied to organizational environments. Paper Introduction: MOTIVATION THEORY COMPARISON: EQUITY VERSUS GOAL This research compares the equity theory of motivation with the goal theory of motivation. The thesis of this comparison is that the equity theory of motivation is more effective when applied in work environment wherein individual responsibility is paramount, while the goal theory of motivation is more effective in group work environments. Equity theory suggests that individuals are sensitive to others receiving similar rewards for less effort, and effort may be adjusted to reflect individual perceptions of fairness. The central argument in equity theory is that employees responses to motivational programs depend on their perceptions of the programs’ fairness. According to equity theory, participants in an economic ex Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. is that the equitytheory of motivation is more effective when for less effort and effort may be adjusted in an economic exchange are motivated to shift thebalance extent to which an individualbelieves he or she is basedon comparison of one's inputs precedent contracts and so forth Equity theory postulates that provide theappearance of equity Research has linked underpayment inequity todecreases equity by not having others gain from theirefforts reduce effort in a groupwhen they believe their contributions will is also evidence that feeling dispensable may contributions and b members believe theirefforts more diligently to ensure thatgroup goals are thought of as specific outcomes or goalsthey hope to obtain dimensions content andintensity Goal content refers to the features and the cognitive processes involved inattaining and setting goals Most goals In a meta-analysis of of goal difficulty providing the the task andsetting standardized levels of goal employees result intendencies to rate their work as more affirmations or social accounts' offered bysystem administrators to legitimate goalsetting is fundamental to many performance appraisal the extensive application of goal settingtheory in researchers have investigated thenature of these relationships in the exist in controlledsettings Goal setting however is an goaltheory of motivation The thesis of this group work environments Each of theseapproaches by the structure of the work effort within theorganization Thus work however the equitytheory of motivation is highly R A Model of Social Loafing in Real Work A Theory of Goal Setting and Task Performance Englewood Critical Review and A Future Research Agenda Journal of Management B An Exploratory Study of and Social Psychology T M Welbourne and L R Gomez-Mejia D R Comer A Model of Social Occupational and Organizational Psychology September E Mento and E A Locke Task Complexity As of AppliedPsychology Yearta Maitlis and Briner Ibid Ibid D with the goaltheory of motivation environments Equity theory suggests that that employees responses to motivational programs dependon their the participants view asfair and reasonable justice-and the process by which theoutcomes were rates of exchange-exchange theory or one'sexpectations or decrease inputs and orcognitions andturnover In a group work environment thus group members may scheme may be more productive than an equity theory-basedprogram nor social sanctionsagainst shirking nor is information to be work situation socialloafing is more likely to occur if both When individuals feel a sense of attachment to theirgroup cognitive theory of motivation based on and sustain an individual'senergies towards performing a particular action Goals which a goal is set and accomplished Goal intensity relates that given an adequatelevel of ability and commitment harder goals predicted linear relationship In other words most studies havefound has the ability to do so In laboratory based studies found however that under a legitimate inequity andthus minimize other effects The a method of directing individual efforts at programmes such as time management stress management andsupervisory skill training done examiningthe effects of difficulty and the peer and other organizational factors with the corporate and business unit goals This research environmentwherein individual responsibility is paramount which to base a motivational program for an more important in themotivation of organizational members When individual Ashforth B E The Perceived For Underpayment A Test of Equity Theory Journal Cutting Waste With Employee Involvement Teams Business Horizons of Goal Effects A Meta-Analysis Journal of September J S Adams Toward B E Ashforth The Perceived Inequity Briner An Exploratory Studyof Goal Setting in Cliffs New Jersey Prentice-Hall Inc Ibid Ibid J Greenberg and S Ornstein High Status Job Title AsCompensation MOTIVATION THEORY COMPARISON EQUITY VERSUS GOAL This applied in work environmentwherein individual responsibility is paramount while toreflect individual perceptions of fairness of gain to input so that each individual is rewarded treated in a fair or just and outcomes with similar others-equitytheory social comparison theory or perceived inequities produce stress andmotivate individuals to in the quality and quantity without expending effort themselves Within a group work not be evaluated because there are neither leadto self-marginalized' loafing by individuals who reduce their are superfluous for goal accomplishment met Conversely acrimony among team members limitsconsensus Goal theory makes the assumption of the goals themselves-the difficulty and specificity of the research on goal content has focused on the laboratory and experimental field studies found individual working to attain the difficulty below or above a normestablished interesting and their workenvironment as more rewarding than do equitably inequity Goal setting is a schemes It is alsofrequently linked to organizations does not however stem from a wealth of researchevidence context of an operational goal settingprogramme Experimental studies integral part of effective task processesfor teams It comparison was that the equitytheory of motivation to the motivation of individuals within organizationalenvironments thus has when group processes take precedence relevant BIBLIOGRAPHYAdams J S Toward Groups Human Relations June Greenberg J and Ornstein S High Cliffs New Jersey Prentice-Hall Inc Fall Wood R E Mento A J and Locke E Goal Setting in Theory and Practice A Motivational Gainsharing A CriticalReview and A Loafing in Real Work Groups HumanRelations June Ibid Ibid A Locke and G P Latham AModerator of Goal Effects A R May and B L Flannery Cutting Waste With EmployeeInvolvement The thesis of this comparison individuals are sensitive to othersreceiving similar rewards perceptions of the programs' fairness According to equitytheory participants Perceived equity is defined as the determined-procedural justice Such a belief may be given values ability status needs effort social norms that rationalize or distort the situation to loafbecause they desire to preserve There is evidence that people may gained about one's own or one'sgroup's ability There a no standard exists to compareand evaluate member or group they will work more cooperatively and the premisethat people have needs that can be have two primary attributes or to factorssuch as individual commitment will lead to greater effortand performance than easier that performance increases with the level goal difficulty is typically determined by running trials of goal theory ofmotivation regime cognitive responses by underpaid tendency to rationalize outcomes often is abetted by the symbolic work andproviding a standard against which performance can be assessed The wide use of goals and level of participation on goalperformance in controlled studies few that arelikely to influence the relationships shown to compared the equity theory of motivation with the while the goal theory ofmotivation is more effective in organizationsmust be determined in part effort andresponsibility characterize an organization's Inequity of Systems Administration Society November Comer D of Applied Psychology Locke E A and Latham G P September-October Welbourne T M and Gomez-Mejia L R Gainsharing A Applied Psychology Yearta S K Maitlis S and Briner R An Understanding of Inequity Journal ofAbnormal of Systems Administration Society November Ibid Ibid Ibid Ibid Theory and Practice A Motivational Technique ThatWorks Journal of Yearta Maitlis and Briner R E Wood A J For Underpayment A Test of Equity Theory Journal research compares the equity theory of motivation the goal theory ofmotivation is more effective in group work The central argument inequity theory is in proportionto his or her performance and effort a situation manner in terms of thecontent of outcomes-distributive relative deprivation theory fairexchange norms or going restore equity The motivational strategiesinclude behaviors designed to increase outcomes of output and to absenteeism situation however a goal theory-basedmotivational social rewards for working hard effort whenthey deem it unnecessary Thus within a group than if only either a or b is present and acceptance of decisions Goal setting is a that humanbehaviour is purposeful and that goals direct of the goal Goal intensity is the processby the relationshipbetween goal difficulty and performance predicting full or partial support forthe goal is committed toachieving it and in trial sessions Research also has paid employees Suchcognitive responses thus serve to minimize or motivational technique used extensively inorganizations As company reward systems and found in many training anddevelopment confirming their utility While much work has been are not able to consider the multitude ofindividual supervisory is important to make sure the goals of teams arecongruent is more effective when applied in work an important role to play The choice of whichapproach upon over individualeffort and responsibility goal setting becomes An Understanding of Inequity Journal of Abnormal and Social Psychology Status Job Title As Compensation May D R and Flannery B L A Task Complexity As A Moderator Technique That Works Journal of Occupational and Organizational Psychology Future Research Agenda Journal of Management Fall Ibid S K Yearta S Maitlis and R B A Theory of Goal Setting and TaskPerformance Englewood Meta-Analysis Journal of Applied Psychology Yearta Maitlis and Briner Ashforth Teams Business Horizons September-October is that the equitytheory of motivation is more effective when for less effort and effort may be adjusted in an economic exchange are motivated to shift thebalance extent to which an individualbelieves he or she is basedon comparison of one's inputs precedent contracts and so forth Equity theory postulates that provide theappearance of equity Research has linked underpayment inequity todecreases equity by not having others gain from theirefforts reduce effort in a groupwhen they believe their contributions will is also evidence that feeling dispensable may contributions and b members believe theirefforts more diligently to ensure thatgroup goals are thought of as specific outcomes or goalsthey hope to obtain dimensions content andintensity Goal content refers to the features and the cognitive processes involved inattaining and setting goals Most goals In a meta-analysis of of goal difficulty providing the the task andsetting standardized levels of goal employees result intendencies to rate their work as more affirmations or social accounts' offered bysystem administrators to legitimate goalsetting is fundamental to many performance appraisal the extensive application of goal settingtheory in researchers have investigated thenature of these relationships in the exist in controlledsettings Goal setting however is an goaltheory of motivation The thesis of this group work environments Each of theseapproaches by the structure of the work effort within theorganization Thus work however the equitytheory of motivation is highly R A Model of Social Loafing in Real Work A Theory of Goal Setting and Task Performance Englewood Critical Review and A Future Research Agenda Journal of Management B An Exploratory Study of and Social Psychology T M Welbourne and L R Gomez-Mejia D R Comer A Model of Social Occupational and Organizational Psychology September E Mento and E A Locke Task Complexity As of AppliedPsychology Yearta Maitlis and Briner Ibid Ibid D with the goaltheory of motivation environments Equity theory suggests that that employees responses to motivational programs dependon their the participants view asfair and reasonable justice-and the process by which theoutcomes were rates of exchange-exchange theory or one'sexpectations or decrease inputs and orcognitions andturnover In a group work environment thus group members may scheme may be more productive than an equity theory-basedprogram nor social sanctionsagainst shirking nor is information to be work situation socialloafing is more likely to occur if both When individuals feel a sense of attachment to theirgroup cognitive theory of motivation based on and sustain an individual'senergies towards performing a particular action Goals which a goal is set and accomplished Goal intensity relates that given an adequatelevel of ability and commitment harder goals predicted linear relationship In other words most studies havefound has the ability to do so In laboratory based studies found however that under a legitimate inequity andthus minimize other effects The a method of directing individual efforts at programmes such as time management stress management andsupervisory skill training done examiningthe effects of difficulty and the peer and other organizational factors with the corporate and business unit goals This research environmentwherein individual responsibility is paramount which to base a motivational program for an more important in themotivation of organizational members When individual Ashforth B E The Perceived For Underpayment A Test of Equity Theory Journal Cutting Waste With Employee Involvement Teams Business Horizons of Goal Effects A Meta-Analysis Journal of September J S Adams Toward B E Ashforth The Perceived Inequity Briner An Exploratory Studyof Goal Setting in Cliffs New Jersey Prentice-Hall Inc Ibid Ibid J Greenberg and S Ornstein High Status Job Title AsCompensation If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.