This document discusses several theories of motivation including: - Equity theory which examines how people react to perceived inequity in outcomes relative to inputs and referents. - Expectancy theory which looks at how motivation is influenced by expectancy, instrumentality, and valence. - Reinforcement theory which explores how rewards and punishments shape behavior. - Goal setting theory which proposes that specific, measurable goals improve performance when feedback is provided. The document also outlines factors that influence motivation and performance such as needs, efforts, rewards, and goal setting according to different motivation models.

1. Motivation

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New Delhi Institute of Management
Tughlakabad-New Delhi
2016--2018
361- Snehasish Mandal
379- Shivam Negi
385- Shrey Kapoor
395- Soham Pal
401- Sourya S. Basu
407- Anamitra Saha
413- KanikaYadav

3. •Basics of Motivation
•Equity Theory
•Expectancy Theory
•Reinforcement Theory
•Goal Setting Theory
•Case Study
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4. Motivation
Model of Motivation
▪
• Effort and Performance
▪
• Need satisfaction
▪
• Extrinsic and Intrinsic Rewards
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5. • Effort and Performance
Job Performance = Motivation * Ability * Situational Constraints
•Need satisfaction
•Extrinsic and Intrinsic Rewards
•Motivating with the Basics
Unsatisfied
Needs
Tensions Action
Efforts
• Initiation
• Direction
• Persistance
Performance Satisfaction
Intrinsic
Rewards
Extrinsic
Rewards

6. Equity theory
Components
• Inputs
• Outcomes
• Referent
• Outcomes/Input (I/O) Ratio
How People React To perceive Theory
Motivating with Equity Theory
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7. Expectancy Theory
Components
• Expectancy
• Instrument
• Valance
Advantages
Limitations
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8. How Rewards and Goal
Affect Motivation

9. Reinforcement Theory
Reinforcement Punishment
Positive Negative Positive Negative
Escape Avoidance
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10. Goal Setting Theory
Components
• Goal difficulty
• Goal Acceptance
• Performance feedback
Motivating with Goal-Setting Theory
Specific Measurable Assignable Realistic Time
SMART GOAL
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11. DADA &
MSD
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12. Unsatisfied
Needs
Tensions Action
Efforts
• Initiation
• Direction
• Persistence
Performance Satisfaction
Intrinsic
Rewards
Extrinsic
Rewards
Restoring Equality
• Decreasing Input
• Increasing Outcomes
• Rationalize Inputs/Outcomes
• Change the Referent
• Leave
Goals
Valance Instrumentality Expectancy
Perceived
Equity/Inequity
Perceived
Equity/Inequity
DADA &
MSD

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