The document discusses several theories of work motivation: 1. Vroom's Expectancy Theory (VIE Theory) proposes that employees will work harder if they believe their efforts will lead to valued rewards. It involves valence, instrumentality, and expectancy. 2. Porter Lawler Model extends Vroom's theory, exploring the relationship between motivation, satisfaction, and performance. It identifies effort, performance, rewards, and satisfaction as important variables. 3. Equity Theory proposes that an employee's work performance and satisfaction depends on their perception of equity or inequity compared to others' situations. 4. Attribution Theory concerns how people interpret events and relates this to their thinking and behavior, describing how people explain influences

1. Theories of Work Motivation

2. Work Motivation
Work motivation is a
process to energize
employee to the work
goal through a
specific path.

4. The process theories :-
1.) Vroom’s Expectancy Theory
 Also known as VIE Theory
 According to this theory, an employee will
work smarter and/or harder if he believes his
additional efforts will lead to valued rewards.

5. VIE Theory
 Valence refers to the emotional orientations people
hold with respect to outcomes [rewards].
 Instrumentality: The perception of employees
whether they will actually get what they desire even
if it has been promised by a manager.
 Expectancy: Employees have different
expectations and levels of confidence about what
they are capable of doing.
 Motivation = ValanceXExpectancyX(Instrumentality)

7. Expectancy Theory
Value of
reward Perceived
Abilities Equitable
& Rewards
Traits
Intrinsic
Rewards
Satisfaction
Effort Performance
Extrinsic
Rewards
Role
perceptions
Perceived
effort
Probability
of reward

8. 2.) Porter Lawler Model
 Tried to explore the complex relationship
between motivation, satisfaction and
performance and pointed out the efforts put in
by an employee did not directly result in
performance.
 It can be considered as the extended version
of vroom’s theory.

10.  Performance is dependent on:
 Employee desire to perform
 Ability and skills
 Clear perception of role

11.  Important variables:
 Effort
 Performance
 Rewards
 Satisfation

12. The Contemporary Theories:-

13. 1.) Equity Theory
 The degree of equity or inequity perceived by
an employee with reference to his work
situation plays a major role in work
performance and satisfaction.
 EQUITY:
Person’s outcome = other’s outcome
person’s inputs other’ inputs

15. Attribution Theory
 It identifies attributions made by people as
the basis for their motivation.
 Attribution theory is concerned with how
individual interpret events and how this is
related to their thinking and behavior.
 This theory describes how people explain,
justify, and/or provide excuses about
influences on their motivation.

16. By:- Mansi Khurana