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Relationship Between Theories of Motivation - Assignment Example

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Summary
The reporter states that motivation as a leading aspect is important in the essence that it enables the employees to improve their level, direction, performance and persistence of efforts expended at work. Several scholars have in the past used certain theories to explain the factors that make employees motivated and demotivated at their place of work…
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Relationship Between Theories of Motivation
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Relationship Between Theories of Motivation
Introduction
Motivation as a leading aspect is important in the essence that it enables the employees to improve their level, direction, performance and persistence of efforts expended at work. It has been proved that motivated employees work harder and gives best delivery of performance while unmotivated employees have poor performance at work places and forms a lazy culture in the job. Several scholars have in the past used certain theories to explain the factors that make employees motivated and demotivated at their place of work. The major aim of this paper is to compare and contrast the relationship between some of these theories and show how they can be incorporated into each other and how as they complement and reinforce one another.
Body
Stacy Adam’s equity theory states that people are motivated when they feel fairly or advantageously treated as opposed to when they feel disaffection and demotivated due to unfair treatment[Rei111] while Vroom in his expectancy theory, stated that employees are realized to do what they can do when they want to do it[Vro831]. According to his expectancy factors of Expectancy, Instrumentality and Valence, this theory has an implication in Adam’s equity theory in that as equity theory explains that the input of an employee is commensurate to their expectation of the organization, an employee therefore requires to work hard so as to achieve their desired level of performance. It means one who puts a little effort will expect little outcome from the organization therefore the motivation is brought about by the level of performance one would like to achieve. Since Vroom believes that successful performance will be followed by rewards and desirable outcomes therefore the equity theory enables one to only expect an outcome just compared to the amount of effort they put in the organization.
Edward Locke introduces the third theory: the goal setting theory, which enhances satisfaction and work performance[Rei111]. Managers and leaders must work together with others so as to set the right goals in the right way and set harder goals since the harder the goal, the higher the motivation. However, the goals must be Specific, Measureable, Achievable, Realistic and Timely (SMART)[Rei112].
According to Vroom, hard work pays and when an employee expects a high compensation in terms of pay or praise, they must work hard for it. So, the goal setting theory will help the employee to achieve better job performance since they will be able to set hard goals which comes with high motivation hence enable them achieve what they believed to be high dreams.
Conclusion
In summary, as the equity theory advocates for the fair treatment of the employees and also that an employee expects to reap only what he sown, the goal setting theory enables them to be able to achieve these expectations since the harder the goal the more the motivation. The expectancy theory then evens out the other theories as one would just expect an outcome just equal to the amount of effort or input that they apply.
Works cited
Rei111: , (Mind Tools),
Vro831: , (Vroom),
Rei112: , (Reilly, Minnick and Baack), Read More
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