3. What motivation theory applies best to this scenario?
Motivation refers to the individual forces that account for the direction, level, and persistence of a person’s effort expended at work. Direction refers to an individual’s choice when presented with a number of possible alternatives (e.g., whether to pursue quality, quantity, or both in one’s work). Level refers to the amount of effort a person puts forth (e.g., to put forth a lot or very little). Persistence refers to the length of time a person sticks with a given action (e.g., to keep trying or to give up when something proves difficult to attain) (Schermerhorn, p.110, 2010). There are many types of motivation theories that take place in the workplace. The main motivational theories are: needs theory of motivation, equity theory of motivation, expectancy theory of motivation, and goal-setting theory of motivation. Needs theory of motivation implies that individuals will be motivated based on important needs. Equity theory of motivation implies that individuals will act to eliminate inequality and behave in ways to maintain equality. Expectancy theory of motivation is a result of a calculation – people will do what they can do when they want to do it (Schermerhorn, p.118, 2010). Goal-setting theory of motivation implies that individuals are motivated by goals that they have set out to reach.
After reading the case study about Mary Jones, the motivational theory that applies best to this scenario is the equity theory of motivation. When individuals think their inputs are rewarded according to their outputs and is equal to others around them, they are satisfied. But when they notice others are getting more recognition and rewards, in spite of doing the same amount of work, they become dissatisfied (Baxamusa, 2012). Social comparison is the backbone to this motivational theory, as individuals feel that when they compare inputs and outputs with one another, the rewards or benefits should...