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【正文】 in the oute? ?valence (subjective valuation) do I really value what39。s available? Expressed as probabilities. Pathgoal relationships which “explain” motivation ? performance. assoc.. with Vroom amp。 Lawler/Porter Chris Jarvis 19 Expectancy Theory Vroom et al valence A robust explanatory, predictive model? How the individual construes it all? Chris Jarvis 20 Equity amp。 consistency an impossible ideal? ? “ Feltfairness” how I am treated in relation to others ? Equity balance sheet amp。 the last straw” ? What you gain on the swings….. Trust/good will ? “No more … that’s it for me!” ? Internal amp。 external parisons (groups amp。 individuals) ? Feelings amp。 perceptions not synonymous with equality ? Proposition … better motivated if treated equitably amp。 consistently ? distributive equity how I perceive I am treated amp。 rewarded in parison to others ? procedural equity how I see anisational procedures being applied Chris Jarvis 21 Equity and Justice ? Distributive justice how rewards are distributed in accordance with ? “my contribution” amp。 need ? what was promised. ? Procedural equity how reward decisions are made amp。 managed ? Adequate consideration of employee’s viewpoint ? No personal bias ? Consistent application of criteria ? Early feedback on oute of decisions ? Adequate explanation of decisions made Chris Jarvis 22 Organisational initiatives ? Job design amp。 flexibility matching people to jobs ? MbO defining expectations and feedback ? Teams and semiautonomous groups, empowerment ? Concern for staff development, petencies and accreditation ? Effort to refine and deliver “reward packages” that motivate PRP ? Managerial behaviours ? Constant anisational vigilance amp。 sensitivity ? A rewarding, supportive climate ? Cultures that foster ? confidence and identification (oneness with the firm) ? meaningful, practical mitment?
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