In Organisational Behavior, Motivation is very much important.

1. MOTIVATION
By
INIYAN
JANANI
JAYADHARSHINI
JOHN VIYAGUL PRIYAN

2. Meaning of Motivation:
Motivation is derived from the Latin word “MOTI” means “to move”
and “VATION” means “to activate”.

3. DEFINITIONS OF MOTIVATION:
Motivation refers to the states within a person or animal that drives
Behaviour towards some goals.
-MORGAN AND KING
Motivation refers to all the internal conditions that stir up activity
And sustain activity of an individual.
- GUILFORD

4. NATURE OF MOTIVATION:
 Based on Motives
 Affected by Motivating
 Goal directed behaviour
 Related to satisfaction
 Person is motivated in totality
 Complex process

5. THEORIES OF MOTIVATION
EQUITY THEORY
EXPECTANCY THEORY

6. EQUITY THEORY

7. Introduction to Equity Theory
 First Developed in 1963 by John Stacey Adams.
 Employer used to maintain equity between the employee that the inputs that
they bring to a Job and the outcomes that they receive from it.
 The structure of Equity in the workplace is based on the ratio of inputs to
Outcomes.

8. Individual’s outcome < Other’s outcome
Individual’s input Other’s input INEQUITY ANGER
Individual’s outcome = Other’s outcome
Individual’s input Other’s input EQUITY SATISFIED
Individual’s outcome > Other’s outcome
Individual’s input Other’s input INEQUITY
PRIDE, OVER
CONFIDENCE
AND GUILT
Ratio Comparisons Perception Situation of an Employee
THE STRUCTURE OF EQUITY IN THE WORKPLACE

9. INPUTS & OUTPUTS
Inputs Outputs
1.Individual’s contribution 1. Individual’s return to an
to an Organisation Organisation
2.Time 2. Job Security
3.Effort 3. Salary
4.Loyalty 4.Employee benefits
5.Hard work 5. Recognition
6.Commitment 6. Reputation
7.Abilities 7.Sense to achievement

10. Consequences of Inequity
 They change their Inputs.
 They change their Outcomes.
 They distort perceptions.
 They choose a different referent.
 They leave the field.

11. EXPECTANCY THEORY

12.  It is one of the motivation theory. It first proposed by VICTOR VROOM
Of the Yale School of Management.
 This theory explains the needs for organisations to relate rewards directly
To performance and to ensure that the rewards provided are deserved and
wanted by the recipients.
INTRODUCTION

13. Vroom introduces three variables within the Expectancy theory which
are
 Expectancy (E)
 Instrumentality (I)
 Valence (V)

14. Expectancy Model:
Components
Expectancy: The degree to which you expect that hard work
will lead to good performance or high accomplishments.
Instrumentality: The perception that if you perform well you will be
rewarded
Valence: How much do you value the rewards you may receive

15. Effort
Performance
Expectancy
Instru-
mentality
Valence of
Rewards
Rewards
Skills and
abilities
Job
Performance
Role perceptions
and opportunities
Motivation
X
X
EXPECTANCY THEORY: AN OVERVIEW

16. THANK YOU