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The better know of all is the Porter-Lawler model. Although conventional wisdom argues that satisfaction leads to performance, Porter and Lawler argued the reverse. If rewards are adequate, high levels of performance may lead to satisfaction. In addition to the features included in the original expectancy model, the Porter-Lawler model includes abilities, traits, and role perceptions.
Critiques:
Vroom’s theory does not directly contribute to the techniques of motivating people. It is of value in understanding organizational behavior. It clarifies the relation between individuals and the organizational goals. The model is designed to help management understand and analyze employee motivation and identify some to the relevant variables. However, the theory falls short of providing specific solutions to the motivational problems.
The theory also does not take into account the individual differences based on individual perceptions nor does it assume that most people have the same hierarchy of needs. It treats as a variable to be investigated just what it is that particular employees are seeking in their work. Thus the theory indicates only the conceptional determinants of motivation and how they are …show more content…
As an individual progresses through the various levels of needs, the proceeding needs loose their motivational value.
The basic human needs placed by Maslow in an ascending order of importance can be summarized and shown as below:
The desire to become what one is capable of becoming. These are the needs to be held in esteem both by oneself and by others. These are the needs to belong and to be accepted by various groups. These are the needs to be free of physical danger. The safety needs look to the future. These are the basic needs for sustaining human life itself, such as food, water, warmth, shelter, and sleep.
Maslow in his later work (Maslow, 1954) said:
1. Gratification of the self-actualization need causes an increase in its importance rather than a decrease.
2. Long deprivation of a given need, results in fixation for that need.
3. Higher needs may emerge not after gratification, but rather by long deprivation, renunciation or suppression of lower
Critiques:
Vroom’s theory does not directly contribute to the techniques of motivating people. It is of value in understanding organizational behavior. It clarifies the relation between individuals and the organizational goals. The model is designed to help management understand and analyze employee motivation and identify some to the relevant variables. However, the theory falls short of providing specific solutions to the motivational problems.
The theory also does not take into account the individual differences based on individual perceptions nor does it assume that most people have the same hierarchy of needs. It treats as a variable to be investigated just what it is that particular employees are seeking in their work. Thus the theory indicates only the conceptional determinants of motivation and how they are …show more content…
As an individual progresses through the various levels of needs, the proceeding needs loose their motivational value.
The basic human needs placed by Maslow in an ascending order of importance can be summarized and shown as below:
The desire to become what one is capable of becoming. These are the needs to be held in esteem both by oneself and by others. These are the needs to belong and to be accepted by various groups. These are the needs to be free of physical danger. The safety needs look to the future. These are the basic needs for sustaining human life itself, such as food, water, warmth, shelter, and sleep.
Maslow in his later work (Maslow, 1954) said:
1. Gratification of the self-actualization need causes an increase in its importance rather than a decrease.
2. Long deprivation of a given need, results in fixation for that need.
3. Higher needs may emerge not after gratification, but rather by long deprivation, renunciation or suppression of lower