VROOM’S AND PORTER-LAWLER

MOTIVATION THEORYPRESENTATION DATE: 11-SEP-2015

AtInstitute of Engineering &

Management, Saltlake, Kolkata

GROUP MEMBERS 1.ARPAN 2.ARINDAM 3.BHAGYASHREE 4.POUSHALI 5.MONOJIT 6.ANIRBAN 7.PRIYA 8.PRITAM 9.SWARNALI 10.ADITI 11.PAYEL 12.SAHELI

INDEX1.Vroom’s Expectancy Theory2.Porter-Lawler Theory3. Conclusion4.Motivational Video

VROOM’S EXPECTANCY THEORYOVERVIEW

Expectancy•“Can I achieve the desired level of task performance?”

Instrumentality

•“What work outcomes will be received as a result of the performance?”

Valence•“How highly do I value work outcome?”

ACCORDING TO EXPECTANCY THEORY:

PORTER-LAWLER THEORYPorter and Lawler categorized the reward as intrinsic and extrinsic

Intrinsic rewards are the positive feelings that the individual experiences from completing the task e.g. satisfaction, sense of achievement.

Extrinsic rewards are rewards emanating from outside the individual such as bonus, commission and pay increases.

MOTIVATION MODEL

CRITICISM PORTER-LAWLER THEORYEdward Lawler claims that the simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will increase their productivity to obtain the reward. However, this only works if the employees believe the reward is beneficial to their immediate need.

CONCLUSIONPorter and Lawler used Victor Vroom’s expectancy theory as a foundation to develop their expectancy model. Similar to Vroom’s theory Porter and Lawler concluded that an individual’s motivation to complete a task is affected by the reward they expect to receive for completing the task. However Porter and Lawler introduced additional aspects to the expectancy theory.

ACKNOWLEDGEMENTWe take this opportunity to express our gratitude and thanks

to our Poulami Madam for valuable technical suggestion without which this presentation would not have come to an existence. We are also thanked to the almighty and also we

deeply express our hurtful thanks to our members for supporting us.

Lastly, we are grateful to the audience for having the patience to listen the presentation.

REFERENCEBook:-1.Organization Behaviour-S Robbins2. Organization Behaviour-F LuthansWebsite:-1.www.google.com2.www.Wikipedia.com3.www.slideshare.com