The presentation on Equity theory of Motivation starting with history, the theory, inputs and outputs followed by consequences of inequity gives you the detailed view of Equity theory.
Best for students, trainers, employees, etc.
Motivation Equity Theory in Management given by Adams , Landy, Bheer.
It is given to Motivate employees so that they work in very effective and efficient manner to attain the organisational goal.
Concept that people derive job satisfaction and motivation by comparing their efforts (inputs) and income (outcomes) with those of the other people in the same or other firms.
Motivation Equity Theory in Management given by Adams , Landy, Bheer.
It is given to Motivate employees so that they work in very effective and efficient manner to attain the organisational goal.
Concept that people derive job satisfaction and motivation by comparing their efforts (inputs) and income (outcomes) with those of the other people in the same or other firms.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Motivation Theories (Maslow's Hierarchy of Needs, Taylor's Scientific Managem...Project Student
Business Studies - Motivation Theories
There are 4 motivation theories that are explained in this presentation. Herzberg's Two Factory, Maslow's Hierarchy of needs, Mayo's Human Relations and Taylor's Scientific Management. The theories are explained, advantages and disadvantages along with images and definitions. ALSO, the 3 types of management systems are explained (autocratic, paternalistic and democratic)
The various content and process theories of Motivation.
At the individual level of analysis, the study of learning, perception, creativity, motivation, personality.
At the group level of analysis, the study of group dynamics, intra- and intergroup conflict, leadership, interpersonal communication, networks, and roles.
At the organization level of analysis, the study of topics such as organizational culture, organizational structure, change, technology, and external environmental forces.
“Organizational Behavior (OB) is the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself.”
Motivation
Motivation is the reason for people's actions, desires, and needs.
The processes that account for an individual’s intensity, direction and persistence of effort toward attaining goal
Content theories deal with “what” motivates people concerned with individual needs and goals
Process theories deal with process” of motivation and are concerned with “how” motivation occurs.
What is it that drives our behaviours?
Does the motivation arise from outside or inside the individual?
1. Maslow’s Theory
Need drive motivation
When each need is substantially satisfied,the next need become dominant
A satisfied need no more motivates you
2. Herzberg's 2 Factor Theory
The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites.
The opposite of Satisfaction is No Satisfaction.
The opposite of Dissatisfaction is No Dissatisfaction.
Therefore, if you set about eliminating dissatisfying job factors, you may create peace but not necessarily bring motivation
3. Alderfer’s ERG Theory
ERG does not assume any rigidity related to level of need
Person can be at multiple levels
It is not necessary that a person must satisfy the lower order need to reach higher level needs
4. BF Skinner’s Reinforcement Theory
The theory states that individual’s behavior is a function of its consequences
It is based on law of effect
Positive consequences tends to repeat , Negative consequences tends not to be repeated
5. Adams Equity Theory
3 situations of equity theory
Output/Input A=Output/Input B- Equity is there
Output/Input A> Output/Input B-inequity is there due to over rewarded
Output/Input A< Output/Input B-inequity is there due to under rewarded
It says that the level of reward we receive, compared to our own sense of our contribution, affects our motivation. The theory considers the concept of equality and fairness, as well as the importance of comparison to others.
6. Latham & Locke's Goal-Setting Theory
Latham & Locke's research showed that goal setting is linked to task performance
He found that specific and difficult goals along with feedback led to better task performance than vague or easy goals.
People get motivated with difficult goals as it keep them away from distraction.
Such goals push and energize to do hard work and generate motivation
Case Study Analysis: Cash Flow Productivity at PepsiCo: Communicating Value t...Akash Patil
PepsiCo: Largest F & B business in US
World’s largest snack company
Second largest soft drink company
Employed over 2,00,000 worldwide
2009 sales: $43.2 Billion
Owns 19 Brands
Competitive edge- Product differentiation & Innovation
Goal- Single largest driver of Cash flow for retailers
Strength- Large, sophisticated and flexible distribution & merchandising system
Distribution logistics, Cross Docking
Direct Store Delivery (DSD)
Case Study Analysis: Cineplex Entertainment: The Loyalty ProgramAkash Patil
65% Market share- Privacy, rental movies, etc.
Developing new markets: Live markets, wrestling matches, hockey games, etc.
Optimum Segmentation
Customer Relationship Management (CRM)
Profitable Segments: Teenagers, young adults, etc.
Barack Hussein Obama: 44th & current President of the United States
Born: August 4, 1961; Honolulu, Hawaii
First African American to hold office
Education: Graduate of Columbia University and Harvard Law School
Worked as: Civil rights attorney
Junior United States Senator from Iiinois
2009 Nobel Peace Prize laureate
Television Advertising campaign created for Apple
Created by: TBWA Media Arts Lab
Campaign ran from 2006 to 2009
Series of small ads of 30 seconds.
Shown in US, Canada, Australia, New Zealand, UK and Japan.
Barack Hussein Obama: 44th & current President of the United States
Born: August 4, 1961; Honolulu, Hawaii
First African American to hold office
Education: Graduate of Columbia University and Harvard Law School
Worked as: Civil rights attorney
Junior United States Senator from Iiinois
2009 Nobel Peace Prize laureate
First of all respect for this great legend, NAMO !
This presentation is about Marketing strategies adopted by team to promote NAMO during Lok Sabha elections 2014.
Starting with Situation analysis, Campaign objectives, Communication Objectives, Digital Print & Brand Modi
followed by Strategies, Execution and End Results, makes this presentation best in the category!!
Explore to find out more!
The presentation is about Depreciation of Assets and its methods. There are many methods for calculating Depreciation but this presentation focuses on most widely used methods- Straight line method, Written down value method and Annuity method.
Example of each method is given, which gives you an easy learning of Depreciation.
Good for Beginners and Amateurs.
Want to learn, how to make beautiful presentation and impress you colleagues and boost your confidence?..then explore this!!
Many things to learn about powerpoint and proper usage of all the features.
Explore everything inside!!
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. Introduction to Equity Theory
• First developed in 1963 by John Stacey Adams
• Employees seek to maintain equity between the
inputs that they bring to a job and the outcomes that
they receive from it against the perceived inputs and
outcomes of others.
• The structure of equity in the workplace is based on
the ratio of inputs to outcomes
3. Equity Theory
1)Equity:
A person feels equitably treated when his outcome/input ratio
is equal to other person’s outcome/input ratio.
Individual’s outcome = Other’s outcome
Individual’s input Other’s input
Equitably paid workers are said to feel satisfied.
4. Equity Theory
2)Under rewarded inequity / Negative inequity:
A person feels under rewarded when his outcome/input ratio is
less than whom the person compare himself.
Individual’s outcome < Other’s outcome
Individual’s input Other’s input
Equity theory states that an underpaid worker feels angry.
3)Over rewarded inequity /Positive inequity:
A person feels over rewarded when his outcome/input ratio is
greater than whom the person compare himself.
Individual’s outcome > Other’s outcome
Individual’s input Other’s input
Equity theory states that an overpaid worker produce higher
quality.
5. Inputs & Outputs
Inputs
• Individual’s contribution to
an Organization.
• Time
• Effort
• Loyalty
• Hardwork
• Commitment
• Abilities
Outputs
• Organization’s return to an
Individual.
• Job Security
• Salary
• Employee benefits
• Recognition
• Reputation
• Sense of achievement
6. Consequences of Inequity
Based on equity theory, when employees
perceive an inequity, they can be predicted to
make one of six choices.
•They change their inputs.
•They change their outcomes
•They distort perceptions of self
•They distort perceptions of others
•They choose a different referent
•They leave the field
7. References
• Robbins, S.P- Organisational Behaviour.
pg. 183.
• Schultz, K., Schoenherr, Nembhard, D. (2006).
Equity theory effects on worker motivation and
speed on an assembly line. Retrieved from:
http://www.hbs.edu/units/tom/pdf/kschultz.pdf