Organization Behavior : It Isn't Fair

1707 Words Mar 18th, 2013 7 Pages
It Isn’t Fair Motivations are the forces within individuals that account for the direction, level, and persistence of a person’s efforts expended at work. The research of motivational theories is fascinating as it explores the cognitive processes that warp our minds to behave in ways conducive to our motivations. Our motivations affect our personal lives, our professional lives, and even our inner selves. This essay is going to explore motivational theories through a case analysis by investigating the various content and process theories that can explain attitudes, perceive current actions, and speculate on future ones. Content theories focus on individual needs that we feel we need to reduce or eliminate. The Needs Theories of …show more content…
These factors influence different dimensions but are nonetheless correlated to one another. For example, Mary may feel that her status, security, and salary within Universal products is not favorable, therefore increasing her job dissatisfaction. As her recognition seems inadequate, she will feel less motivated to perform as she had before speaking with Sue. If conditions remain the same she may continually decrease her performance goals, or she may even search for another job in order to feel recognition again. As content theories focus on individual needs, process theories focus on what can influence our thoughts and perspectives. The Expectancy Theory of Motivation states that motivation is a result of a rational calculation; people do what they want. Expectancy is the probability that work effort will be followed by performance accomplishment, instrumentality is the probability that performance will lead to various work outcomes, and valence is the value to the individual of various work outcomes. When any of these categories are diminished, then overall motivation will decrease. In Mary’s case, she may not feel confident that her high level of performance will result in a high merit pay raise. Although she was given a 10% increase in pay, she was still 12% lower than someone who was comparable in skill set. Therefore, she is still lacking an almost 2% pay difference between herself and Sue after the raise.
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