The paper "Theories that Explain How Employees in the Work Place Are Motivated" is a great example of business coursework. Van Winkle, Allen, DeVore & Winston (2014, p. 71) describe that motivation can be described as the process that accounts for the intensity, direction as well as the persistence of an individual’ s effort towards the achievement of a certain goal. Intensity is how hard a worker attempts, direction refers to the quality of effort exerted by an employee for the benefit of the organisation, and persistence refers to how long a worker can maintain his or her effort in the workplace.
It is important to note that, motivation in an organisation cannot be observed directly. It is usually internal to every worker within the organisation. It is also personal in the sense that, what arouses motivation for a worker is different from how behaviour is usually directed. However, motivation is common in organisations and is usually directed by a goal. Motivation can be explained using different concepts and theories. This essay describes various concepts as well as theories that explain how employees in the workplace are motivated. Employees in the workplace are motivated by different things like work conditions, rewards, teamwork as well as personal motivation.
Equity theory is one of the theories that explain well what really motivates employees in the workplace. According to (Griffin & Moorhead, 2011), equity theory describes that individuals usually compare their jobs with the ones of others after which they responding by eliminating any inequities. Employees can be paid highly and yet they are not satisfied, they are found to be disinterested in their jobs.
This kind of behaviour is well explained using the equity theory and the principles of organisational justice. Referring to equity theory, it is true that, employees in the workplace tend to compare their earnings from their jobs with their input to their jobs (Bell & Martin, 2012, p. 106). Employees usually take their outcome ration to that of their inputs and then compares that ration to that of others working in a similar position of type of job. Employees perceive the situation as fair if equity exists when their outcome ratio is equal to that of another worker they are comparing with.
This is a state of tension which is negative and is said to provide the motivation to perform an act that will correct it. Employees who perceive the situation to be unequal can make different choices including; changing their inputs, changing their outcomes, distorting perceptions of self, distorting the perception of others, choosing a different referent and leaving the field. Equity theory is criticized for several reasons. It is important to note that, over rewarding employees does not guarantee that they will increase their input in their work.
The other will argue that they are worth such kind of payment since they work for it. These employees will recognise the overpayment and restore equity by trying to rationalize their situation. It is also important to note that, not all people or employees in the workplace are sensitive to equity (Mitchell, Gagné , Beaudry, & Dyer 2012 p. 730). The reason is that other employees will be found to prefer depending on ratios of output to input that is lower than the referent comparisons.
In this type of benevolent, equity theory predictions are found to be inaccurate.