This Presentation provide the Basic information about the self-determination theory, Equity theory & Organizational Justice. All the information taken from various resources .

1. Self-Determination Theory
Equity Theory
Organizational Justice
SUBMITTED BY -
SAURABH FARENJIYA
KUNAL KEVAT
SOURABH YADAV
SUBMITTED TO -
DR. GARIMA MATHUR

2. SELF
DETERMINATION
THEORY

3. INTRODUCTION
Self-Determination Theory is a macro-theory of
human motivation and personality that was
developed by Richard Ryan. Edward Deci. in
the 1980s.
SDT is based on the premise that people are
inherently motivated to seek out challenges,
learn new things, and grow as individuals
However, this innate motivation can be
enhanced or thwarted by the environment

4. THE THREE PSYCHOLOGICAL NEEDS
SDT posits that there are three universal psychological needs that are
essential for human well-being:
 AUTONOMY: The need to feel in control of one's own life and to
make one's own decisions
 COMPETENCE: The need to feel capable of mastering challenges
and achieving one's goals
 RELATEDNESS: The need to feel connected to others and to experience a
sense of belonging.
When these needs are satisfied, people are more likely to be
intrinsically motivated to pursue their goals and to experience positive
outcomes such as well-being, creativity, and personal growth

5. LEVELS OF MOTIVATION
Amotivation
External regulation
Introjected regulation
Identification
Integration

6. SDT in Action
SDT can be applied to a variety of settings, including
education, work, and parenting
Here are a few examples:
 Education: Teachers can use SDT principles to
create a more motivating learning environment by
giving students autonomy over their learning,
providing opportunities for them to experience
competence, and building supportive relationships
with them
 Work: Managers can use SDT principles to
motivate their employees by providing them with
autonomy in their work, setting clear and
achievable goals, and providing feedback and
recognition for their accomplishments

7. EQUITY THEORY

8. INTRODUCTION
The equity theory of motivation was developed
by J. Stacy Adams in 1963.
He is an American Psychologist. Adams was born in
1920 in Belgium. He received his Ph.D. in
psychology from the University of Michigan in
1952. Adams died in 2019 at the Age of 94.

9. WHAT IS EQUITY THEORY?
Adams proposed that employees seek to
maintain a balance between their inputs and
outputs at work. Inputs are the things that
employees bring to the job, such as their
skills, experience, and effort. Outputs are
the things that employees receive from the
job, such as salary, benefits, and
recognition.

10. THE EQUITY FORMULA
The equity formula is a way to calculate
whether someone perceives their inputs and
outcomes to be fair. The formula is as follows:
If someone's outcomes/inputs ratio is equal to
the outcomes/inputs ratio of others, then they
perceive equity. If their outcomes/inputs ratio is
higher or lower than the outcomes/inputs ratio
of others, then they perceive inequity.

12. THE CONSEQUENCES
OF INEQUITY
INCREASED JOB
DISSATISFACTION
REDUCED
MOTIVATION
DECREASED
PERFORMANCE
INCREASED
TURNOVER
INTENTIONS

13. HOW TO PROMOTE EQUITY IN THE WORKPLACE
Ensuring that employees
are paid fairly and that
promotions are based on
merit.
Creating a transparent
and consistent
performance evaluation
process.
Providing employees
with opportunities to
provide feedback on
their pay and benefits.
Creating a workplace
culture that values
fairness and respect.

14. ORGANIZATIONAL
JUSTICE

15. WHAT IS ORGANIZATIONAL
JUSTICE?
Organizational justice is the perceived fairness
of an organization's policies, practices, and
decisions
It is a critical component of a healthy and
productive workplace, as it can impact
employee morale, satisfaction, and turnover

16. THE IMPORTANCE
OF ORGANIZATIONAL JUSTICE​
Increased job satisfaction
Higher levels of commitment to the organization
Improved performance
Decreased turnover intentions
Enhanced reputation

17. Transparency in decision-making
Treat employees with respect and dignity
Provide opportunities for feedback and development
Provide Opportunities for Voice
healthy atmosphere of organization
HOW TO PROMOTE ORGANIZATIONAL JUSTICE

18. CONCLUSION
Self-Determination Theory is a valuable framework for
understanding human motivation and behavior.
Equity theory is an important theory of motivation that can
help employers to create a more productive and engaged
workforce.
Organizational justice is a fundamental pillar of a healthy
and productive workplace.

19. THANKYOU