Tag Archives: Equity theory

Equity Theory

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J. Stacy Adams, Equity Theory [1963]

Equity Theory, as the name implies, is predicated on the assumption that people want to be treated fairly, particularly when compared to how others around them are treated.  It also purports that such comparisons will be made frequently.

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Acquired Needs Theory

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David McClelland, Acquired Needs Theory – 1961

McClelland’s theory identified and focused on one particular need – achievement. According to McClelland, achievement is not a universal motivator for everyone, and the degree of need varies from individual to individual.

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Motivation-Hygiene Theory

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Frederick Herzberg, Motivation-Hygiene Theory [1959]

Herzberg identified two separate and distinct types of needs:

  • Motivation factors: Related specifically to the job itself – for instance, the nature of the work, the challenge inherent to the work, and/or the perceived or real value of the work.
  • Hygiene factors: Related to everything else an employee might experience in the workplace – everything associated with the work, but not the work itself.  This includes – but is not limited to – pay, benefits, nature of supervision, relationships with co-workers and so forth.

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Motivation

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Motivation is literally the desire to do things.  It’s the difference between waking up before dawn to pound the pavement and lazing around the house all day.  It’s the crucial element in setting and attaining goals – and research shows you can influence your own levels of motivation and self-control.  So, figure out what you want. Power through the pain.  Start being who you want to be.  Start creating the environment you want to lead.

Understanding Motivation Concepts and Applications is one of the core areas of knowledge for any Human Resource Professional.

Motivation cuts across all six functional areas.  Motivation, for instance, is often associated with why – and how – employees or people learn.  It’s also highly relevant, however, to how employees perceive and value salaries, wages, and benefits, and to establishing and sustaining positive relationships in the workplace.

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Motivation theory directly impacts employee performance in the workplace.  As such, HR Professionals need a keen understanding of the various motivation theories to incorporate them – in a practical sense – into their initiatives and into their consulting relationships with managers and leaders across the organization. Some of the key theories in which HR Professionals must be well versed are the following:

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