inequality is based on perception and is subjective. Discrimination is unequal treatment of individuals, and the equity theory of motivation would suggest that when we feel unequal, we become motivated to balance those ratios. This balancing can be accomplished by changing outcomes or inputs, cognitively distorting outcome's or inputs, leaving the field, and finally to act on or change the person whose ratio is greater than our own (Luthans, 181). Expectancy theoryThe process theory called the Porter-lawler model suggests that levels of motivation are based more on the value that individuals place on the reward. This theory proposes that motivation or effort is based on an individual's expectation (i.e., expectancy) that the effort will lead to a desired outcome, the individual's expectation that achieving the outcome will lead to a valued reward, and the value (i.e., valence) of the reward.The components that effect motivation then, are called valence (what's important to you) and expectancy (can I do it). Porter and Lawler suggest that perceived inequality in this model plays a pivotal role in job satisfaction. Our motivation, or effort leads to performance. Our performance is followed by intrinsic and extrinsic rewards. The perceived equity of those rewards leads to satisfaction. Discrmination in this model becomes relevant after performance. Our perceptions of equal or unequal rewards may cause us to be unsatisfied with the job, and less motivated to perform in the future (Luthans, 178). This is because the model is cyclical. If we are unsatisfied, we feel less motivated and less instrumental. As a result, effort and performance decrease. It becomes particularly critical then, for an organization to evaluate its rewards system. An employee's perception of inequaltiy could be disasterous to a company! The Equity Theory and Porter-Lawler Model are only two motivational theories that demonstrate the importance of avoiding discriminator...
