John Adams (1965) emphasized 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.As Locke & Latham defined work motivationas the internal force that drives a worker to action as well as the external factors that encourage that action.The available rewards and the possible work outcomes.Based on their individual performances,.How people actually make choices to work hard or not work hard,.The Process theories of motivation offer advice and insight on.It explain how workers select behavioural actions to meet their needs and determines their choices.Adam’s Equity Theory of Motivation is Process theories of motivation.The theory developed by John Stacey Adams (1963), a workplace and behavioral psychologist.Introduction of Adam’s Equity Theory of Motivation 8 References for of Adam’s Equity theory of motivation:.7 Applications of Adam’s Equity theory of motivation:.6 Criticism of Adam’s Equity theory of motivation.5 Three primary assumptions of Adam’s Equity Theory of Motivation.4 Propositions/ Suggestions of Adam’s Equity Theory of Motivation.3 Four referent groups for Adam’s Equity Theory of Motivation.2.3 Input/output Ratio of Adam’s Equity Theory of Motivation.2.2 Outputs / outcomes of Adam’s Equity Theory of Motivation.2.1 Inputs of Adam’s Equity Theory of Motivation.2 Premise of Adam’s Equity Theory of Motivation –.1 Introduction of Adam’s Equity Theory of Motivation.
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