Equity Theory of motivation, developed by John Stacey Adams, states that fairness of compensation when measured against comparable associates drives an employee’s motivation. By comparing their own effort-to-compensation ratio to someone else 's, employees may either continue to put forth their best effort or lose motivation due to feelings of unfairness.
Theories of motivation are just another piece of the puzzle in the grander scheme of good management. Along with the correct leadership model, managers must also consider the different personalities of their employees and adapt their leadership style accordingly.
Personalities in the Workplace
Expecting everyone to get along in the workplace may seem like an impossible task when dealing …show more content…
Mayer of UNH and Peter Salovey of Yale. EI is a fairly new concept dating back to 1990 and deals with the ability to perceive and manage emotions. It consists of five components; self-awareness, self-regulation, motivation, empathy, and social skills. These components measure awareness of one’s personal and others feelings, managing one’s emotions, handling other’s emotions, and being persistent in reaching goals. This implies that jobs that require a lot of interaction such as managers may benefit from having a high …show more content…
An employee’s locus of control determines how they take responsibility for their lives. An external locus will believe that everything that happens is beyond their control and therefore not their fault. Internal is the opposite where employees will take responsibility for their actions. Employees that are high in Machiavellianism will use manipulation, and whatever it takes to reach a result, even if it is unethical. Self-esteem determines how much external approval an individual needs. Employees with high self-esteem take greater risks and tend to be happier in their jobs. Employees with low self-esteem require more approval and tend to conform to others behaviors. Self-monitoring is a method of altering one’s behavior to fit the situation. High self-monitoring behavior is easily adaptable whereas low self-monitoring cannot change their attitude or disposition. Finally, risk-taking measures how long it takes an individual to make a decision based on the information they have. All these traits can be analyzed to determine a satisfying career path that is compatible with one’s
Theories of motivation are just another piece of the puzzle in the grander scheme of good management. Along with the correct leadership model, managers must also consider the different personalities of their employees and adapt their leadership style accordingly.
Personalities in the Workplace
Expecting everyone to get along in the workplace may seem like an impossible task when dealing …show more content…
Mayer of UNH and Peter Salovey of Yale. EI is a fairly new concept dating back to 1990 and deals with the ability to perceive and manage emotions. It consists of five components; self-awareness, self-regulation, motivation, empathy, and social skills. These components measure awareness of one’s personal and others feelings, managing one’s emotions, handling other’s emotions, and being persistent in reaching goals. This implies that jobs that require a lot of interaction such as managers may benefit from having a high …show more content…
An employee’s locus of control determines how they take responsibility for their lives. An external locus will believe that everything that happens is beyond their control and therefore not their fault. Internal is the opposite where employees will take responsibility for their actions. Employees that are high in Machiavellianism will use manipulation, and whatever it takes to reach a result, even if it is unethical. Self-esteem determines how much external approval an individual needs. Employees with high self-esteem take greater risks and tend to be happier in their jobs. Employees with low self-esteem require more approval and tend to conform to others behaviors. Self-monitoring is a method of altering one’s behavior to fit the situation. High self-monitoring behavior is easily adaptable whereas low self-monitoring cannot change their attitude or disposition. Finally, risk-taking measures how long it takes an individual to make a decision based on the information they have. All these traits can be analyzed to determine a satisfying career path that is compatible with one’s