The Porter and Lawler Model is a theory of work motivation that expanded on Victor Vroom's expectancy theory. It proposes that an individual's motivation to complete a task depends on the reward they expect to receive and that satisfaction is determined by the perceived fairness of intrinsic and extrinsic rewards for high performance. The model incorporates personal and environmental factors, individual differences, and choice among alternative behaviors to explain motivation in work organizations.

1. Porter and Lawler Model

2. MOTIVATION
• Motivation is the inner state causing an
individual to behave in a way that ensures
accomplishment of some goal.
• When managers understand what motivates
different individuals, they can better influence
their employees to accomplish organizational
objectives.
• Motivation explains why people behave the
way they do.

3. Expectancy Theory
• Motivation depends on how much we want
something and how likely we are to get it.
• Assumes that:
– Behavior is determined by a combination of personal
and environmental forces.
– People make decisions about their own behavior in
organizations.
– Different people have different types of needs,
desires, and goals.
– People choose among alternatives of behaviors in
selecting one that that leads to a desired outcome.

4. Introduction to Porter and Lawler
Model
• Porter and Lawler used Victor Vroom’s
expectancy theory as a foundation to develop
their expectancy model. Similar to Vroom’s
theory, Porter and Lawler concluded that an
individual’s motivation to complete a task is
affected by the reward they expect to receive
for completing the task. However Porter and
Lawler introduced additional aspects to the
expectancy theory.

5. The Porter-Lawler Model
The model predicts that satisfaction is
determined by the perceived equity of
intrinsic and extrinsic rewards for
high-level performance.

6. Relevance of Porter and Lawler Model
The Porter-Lawler theory is a more complete
theory because it stresses:
(1) intrinsic and extrinsic rewards,
(2) task requirements and ability, and
(3) the perceived fairness of rewards.