Which of the following theories proposes that people are motivated to seek fair awards for performance?

Equity Theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Considered one of the justice theories, equity theory was first developed in 1963 by John Stacey Adams, a workplace  and behavioural psychologist  who asserted that 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 Equity Theory is  best known in management through the work of J. Stacy Adams. It is based on a logic of social comparisons and the notion that perceived inequity is a motivating state. That is, when people believe that they have been fairly treated in comparison to other, they will be motivated to eliminate the discomfort and restore a sense of perceived equity to the situation. Personal rewards are compared with others’ rewards with the result with either perceived equity meaning the individual is satisfied and does not change behaviour or perceived inequity meaning the individual feels discomfort and acts to eliminate the inequity. These equity comparisons are especially common whenever managers allocate extrinsic rewards, things like compensation, benefits, preferred job assignments, and work privileges. J. Stacey Adams predicts that people will try to deal with perceived negative inequity by any one or more of the following:

•  Changing their work inputs by putting less effort into their jobs 

• Changing the rewards received by asking for better treatment 
• Changing the comparison points to make things seem better.
• Changing the situation by leaving the job  

Furthermore, people who feel underpaid, for example, experience a sense of anger. This cause them to try to restore perceived equity to the situation by pursuing one or more of the actions described in the above list, such as reducing current work efforts to compensate for the missing rewards or even quitting the job.


The Expectancy Theory of Motivation is best described as a process theory. It provides an explanation of why individuals choose one behavioural option over others. "The basic idea behind the theory is that people will be motivated because they believe that their decision will lead to their desired outcome. The Expectancy Theory proposes that work motivation is dependent upon the perceived association between performance and outcomes and individuals modify their behaviour based on their calculation of anticipated outcomes” This has a practical and positive benefit of improving motivation because it can, and has, helped leaders create motivational programs in the workplace. The theory states that individuals have different sets of goals and can be motivated if they believe that:

• There is a positive correlation between efforts and performance
• Favourable performance will result in a desirable reward
• The reward will satisfy an important need 

The Expectancy Theory occurs in companies as well.  Expectancy theory predicts that employees in an organization will be motivated when they believe that:Putting in more effort will yield better job performance

• Better job performance will lead to organizational rewards, such as an increase in salary or benefits
• These predicted organizational rewards are valued by the employee in question
• In order to enhance the performance-outcome tie, managers should use systems that tie rewards very closely to performance. Managers also need to ensure that the rewards provided are deserved and wanted by the recipients. In order to improve the effort-performance tie, managers should engage in training to improve their capabilities and improve their belief that added effort will in fact lead to better performance .

The Goal Setting Theory was formally defined by Locke. The goal setting theory  is the aim of an action or task that a person consciously desires to achieve or obtain. Goal setting involves the conscious process of establishing levels of performance in order to obtain desirable outcomes. If individuals or teams find that their current performance is not achieving desired goals, they typically become motivated to increase effort or change their strategy. Goal setting is powerful way of motivating people, and of motivating yourself. The value of goal setting is so well recognized that entire management systems have goal setting basics incorporated within them. In fact, the goal setting theory is generally accepted as among the most valid and useful motivation theories in industrial and organizational psychology, human resource management, and organizational behaviour. Many of us have learned – from bosses, seminars, and business articles – to set smart goals. It seems natural to assume that by setting a goal that's Specific, Measurable, Attainable, Relevant, and Time-bound, we will be well on our way to accomplishing it. Locke's research showed that there was a relationship between how difficult and specific a goal was and people's performance of a task. He found that specific and difficult goals led to better task performance than vague or easy goals. Telling someone to "Try hard" or "Do your best" is less effective than "Try to get more than 80% correct" or "Concentrate on beating your best time." Likewise, having a goal that's too easy is not a motivating force. Hard goals are more motivating than easy goals, because it's much more of an accomplishment to achieve something that you have to work for. Locke reinforced the need to set specific goals and difficult goals, and outlined 3 other characteristics of successful goal setting that include: 


To motivate, goals must have:

1. Clarity.
2. Challenge.
3. Commitment.
4. Feedback.
5. Task complexity. 

What theory proposes that people are motivated to seek social equity in the rewards they receive for performance?

What theory is based on the idea that employees try to maintain fairness or balance between inputs and outputs as compared to others in similar positions?

Which of the following theories of motivation is associated with the work of Victor room?

Which of the following is true of the equity theory of motivation quizlet?