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based on seniority, age, experience, education etc.

- assumes that you are motivated if you feel you are getting at least the same as the people you compare yourself

to Used to ensure the feeling of justice ? ref. rewards and punishment in the reinforcement theory

Can be used to reward people who perform above average

Very personality-oriented (again nAch but also closely related to the perception theory ? my evaluation of what I think is fair and who I think is an ?equal')

Expectancy theory

- employees are motivated if they

o work towards a goal

o think that this goal is important

o think that they can reach this goal with a reasonable effort

- covers most of the other theories (goal setting theory, ERG/needs theory to determine which goals are important for that person, equity theory to determine ?reasonable effort' and reinforcement theory to ensure justice in the connection between effort and goal) Used widely to analyse motivation, since it's the theory which covers most possible areas of analysis

Can be used before and after a problem ? before to analyse expectations and set up career/development plans; after to analyse and explain a negative motivation for a person with unfulfilled expectations

The model is difficult because of the many contingent factors (ref...

figure 6.10 p. 193 ? the analysis often becomes very complex)

Cognitive evaluation theory (not covered)

- description of the consequences on the intrinsic motivation by changing the extrinsic motivation

- basically if you start paying a person who used to do the job for free, you will not see an increase in motivation (often the opposite) Good for explaining why more externally controlled motivation might lead to a drop in total motivation (negative synergy)

Especially relevant for people working in voluntary positions ? grass roots, political work, humane societies etc...

General points of the essay

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