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Alevel organisational psychology cognitive theories of motivation answer
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Describe what psychologists have learned about cognitive theories of motivation? (8m)Para 1: goal setting theory, Locke and Latham
Para 2: Expectancy theory, Vroom
Para 3: Equity theory ,Adam
Firstly, the cognitive theory of motivation the goal-setting theory proposed by Locke and Latham
in 1984, suggested that setting specific goals produces higher levels of performance than setting
vague goals. Specific and challenging goals are more likely to motivate a person it leads to better
execution. Setting of goals is based on five principles known as 4 CF. Clarity of goals should be
maintained and able to measure. The goal should have a challenge that is linked to rewards to
increase motivation. The complexity of goals refers to when the goal should be designed in a
way that it is completed within a time period. Commitment to goals must be kept on accepted
for increasing effectiveness. Gaining feedback on a task is highly vital as it gives the individual a
chance to discover their strong and weak areas. Adding to it the smart method of goal setting
was also developed from these five principles where the goals must be specific, measurable
achievable realistic and time specific.
Expectancy theory by Vroom in 1964 eplicates the behavioral process in which a person selects
a behavioral option over another and how this decision takes place in correspondence to their
aim of achieving the goal. Overall ,Vroom states that employees motivation is an outcome of the
significance of associated by them about the expected outcome which refers to valance.
Expectancy is the faith that better efforts will result in better performance. It is influenced by
factors such as availability of right resources, crucial information or getting the required support
for the completion of job. Instrumentality refers to the perception that well performance will
lead to a valid reward and is often affected by the clarity of relationship between performance
and outcomes.
Finally, in 1963, the Equity theory proposed by Adams calls for a fair balance to be maintained
between an employee's inputs such as experience, skills or hard work, and their outputs such as
salary, benefits, or recognition. The significant factor of this theory tends to be comparison with
others. Humans compare themselves with other workers in similar posts to check the equity of
their own position. If a worker finds someone in the same post as theirs being paid considerably
more despite being less experience will be categorized as underpayment equity. The worker can
seek ways to reduce their demotivation for example by decreasing their input or quality of
work. Whereas, if a worker feels that they are being rewarded more than they deserve after
comparison with others, this overpayment equity can be satisfied by working hard or asking for
additional work.
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