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Motivation In the Workplace
Motivation can be properly thought of as a process whereby people take certain available resources- their time- talentand energy, and distribute them as they choose. (Maehr, Braskamp, 1986).
The objective of this paper is to explore the relationships between the individual, the external environment and the business environment and examine how they interact with each other to effect the amount of motivation an employee exhibits on the job. As with most other models we must take into account the Basic Needs Theory of Maslow (Vroom and
Deci, 1970) and after satisfying those needs we intend to mold our model after the Expectancy Theories of Vroom. The Expectancy Theory is a subjective-expected-utility model. It states that the force exerted towards a given act will be a product of the individual's belief that he or she can perform at a certain level (Kleinbeck, Quast, Thierry
Hacker, 1990). The Equity Theory concerns the worker's perception of how she is being treated. The basic idea is that an employ first considers her input (effort) and then her outcomes (rewards). The employee then compares her personal ratio of effort to reward to the ratio of a referent (Invancevich, Lorenzi, Skinner, and Crosby, 1994).
We would also like to point out that Motivation is a "continuously changing variable" as well as a vector quantity. It involves an infinite number of magnitudes and can be exerted in an infinite number of directions. This makes an accurate measurement of motivation very difficult to accomplish (Morris, 1968)a comprehensive model that measures motivation through statistical analysis.
Understanding our model is assisted b ...