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Motivational Methods : Motivational Techniques

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Thomas Gordon and Jamie Perluss
Motivational Methods
HCS/325
Diane Jamerson Motivational Methods
Motivational methods are the most fundamental concern for organizations abilities to achieve goals. Motivation takes place when employees have well-defined goals and take action that he or she expects will achieve those goals (Armstrong, 2007). Motivating employees is essential for organizations to achieve the highest levels of performances and meet internal goals effectively. Implements of motivational methods provides companies with the right techniques employees can use to complete tasks efficiently, meet expectations, achieve goals, obtain higher performances, enhance opportunities for advancement, and develop skills. Motivational
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Process theories provide advice and insight about how employees choose to work hard or not, depending on his or her choices, rewards availability and work performance results (Lombardi and Schermerhorn, Jr., 2007).
Equity Theory
The equity theory of motivation states that motivates employees if he or she is treated equally and demotivated if they are treated inequitably (Armstrong, 2007). This theory concerns employee’s perceptions of how he or she is treated in comparison to other employees. Employees who experience this theory attempts to eliminate discomfort and restore sense of fairness to the situation. Equity comparison usually occurs when managers distribute rewards, monetary incentives, or pay increases (Lombardi and Schermerhorn, Jr., 2007).
Expectancy Theory
The expectancy theory of motivation states that employees will do what he or she can do whenever they want to do it (Armstrong, 2007). Employees motivation to work will depend on the relationship among three factors; expectancy, instrumentality, valence (Lombardi and Schermerhorn, Jr., 2007). Expectancy theory confirms that if expectancy, instrumentality, valence is low; motivation will suffer because employees will not feel confident enough to perform higher and are not given opportunities of receiving promotions (Armstrong, 2007).
Goal Theory
The goal theory states that motivation and performances are higher when employees
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