Overview
This lecture covers process-based perspectives on motivation, focusing on equity theory, which explains how individuals assess fairness in the workplace and respond to perceived (in)equity.
Process-Based Perspectives on Motivation
- Process-based theories examine how motivation occurs, not just what stimulates it.
- These perspectives focus on how individuals select behaviors and assess satisfaction of their needs.
Equity Theory of Motivation
- Equity theory states that people want to be treated fairly in the workplace.
- Equity is defined as the belief of being treated fairly compared to others.
- Inequity is the belief of being treated unfairly in relation to others.
- Equity theory is a major tool for understanding workplace motivation via social comparison.
The Four-Step Equity Perception Process
- Individuals assess how the organization treats them.
- They perceive how a comparison other is treated (could be a coworker or group).
- They compare their own situation to the comparison other's.
- Based on this, they judge if they experience equity or inequity and decide how to respond.
Inputs, Outcomes, and the Equity Ratio
- Inputs are personal contributions like education, experience, effort, and loyalty.
- Outcomes are what one receives in return, such as pay, recognition, relationships, and intrinsic rewards.
- Individuals compare their input/outcome ratio to that of the comparison other.
Responses to Perceived Inequity
- People may change their own inputs (work harder/less).
- They may seek to change their outcomes (request higher pay).
- They may alter perceptions of their own inputs or outcomes.
- They may change how they view the comparison other's situation.
- They may select a new comparison other.
- As a last resort, they may leave the situation.
Key Terms & Definitions
- Process-based perspectives — Approaches focusing on how motivation occurs and is maintained.
- Equity theory — Motivation theory explaining how fairness perceptions influence motivation.
- Equity — Belief that one is being treated fairly compared to others.
- Inequity — Belief of being treated unfairly compared to others.
- Inputs — Individual’s contributions to an organization.
- Outcomes — Rewards or returns received from the organization.
- Comparison other — The person or group to whom one compares oneself.
Action Items / Next Steps
- Review examples of input and outcome factors in your own organizational experiences.