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Have you ever wondered how motivation functions? This is pertinent because motivation is a fluctuating phenomenon. And we require every ounce of it to keep our lives moving forward.
So, the question that naturally arises is whether there’s a theory for motivation that explains it? Among all the theories put forward on motivation, the Porter Lawler model or Peter and Lawler expectancy theory of motivation seems to be the best explanation for this elusive phenomenon of motivation.
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What Is The Porter Lawler Model Or Porter and Lawler Expectancy Theory?
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Significance And Applicability Of Porter And Lawler Expectancy Theory
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Final Thoughts
What Is The Porter Lawler Model Or Porter and Lawler Expectancy Theory?
The Porter and Lawler expectancy theory or Porter Lawler model loosely aligns with some of the simplistic assumptions made about the correlation between satisfaction and performance. Lyman Porter and Edward Lawler put forth a conclusive theory about the motivation that combines the various aspects associated with motivation.
The Porter and Lawler model of motivation or Porter Lawler theory can be termed as a foolproof model of motivation and is applied practically when it comes to studying the behavior of managers within organizations. The Porter and Lawler model or the Porter Lawler expectancy theory is a multivariate model that uncovers the close correlation that exists between job perspective and job undertaking.
The Porter and Lawler theory of motivation or Porter Lawler Model is based on four primary assumptions about human behavior:
- The behavior of individuals is solely dependent on a set of factors within the individual and their immediate environment.
- All normal individuals are considered rational in nature, especially those who take conscious decisions aligned to their behavior within organizations.
- Every individual possesses different goals, needs, and desires.
- Depending on expectations, individuals tend to choose between alternate behavior and existing behavior that will lead them to the desired outcome.
Interestingly, the Porter Lawler model is an extension of the Vroom expectancy theory. It’s a theory that assumes that behavior is driven by conscious choices made among alternatives within that seek to maximize pleasure and, by all accounts, reduce pain.
The model postulated that the performance of an employee is driven by multiple factors that include personality, skills, experience, knowledge, and abilities. The core component of this model is expectancy, which is the belief that increased effort leads to better performance.
Again, increased effort from an employee depends on the right resources and skills with the necessary support to get the job done. Coming back to the Porter Lawler model or Porter and Lawler expectancy theory, it’s dependent on six core elements. These are:
1. Effort
This is the quantum of energy an employee exerts on a given task. This again is contingent on two factors: magnitude of reward and attitude toward effort-reward probability.
2. Performance
Efforts are directly correlated to employee performance. But the quantum of performance depends on the amount of labor, an employee’s ability, and the role perspective of the employee. Abilities would include skills, intellectual capacity, and knowledge to perform the job. Along with these, traits that are considered important for a job include perseverance, endurance, and goal-directedness. Logically speaking, abilities and traits tend to moderate effort-performance relationships. This is integral to the Porter Lawler model or the Porter Lawler model of motivation.
This apart, if an employee’s ability and role perception is on the lesser side, their performance is likely to be poor despite their best efforts. Role perception, here, refers to the way people define their assigned job role. Employees tend to view their job roles differently. Ideally, an employee who views their assigned job role as defined by the organization will perform the best. This is important to Porter and Lawler expectancy theory or Porter and Lawler theory of motivation.
3. Rewards
Employee performance always leads to two kinds of outcomes: extrinsic and intrinsic rewards. The former relates to external recognition received by others in the form of recognition, money, and praise. While the latter pertains to an enhanced sense of self-esteem and competence the employee experiences when the job matches the expectations set forth. This enhances the Porter and Lawler model of motivation.
4. Value of Reward
Right at the onset, the reason for an employee choosing a job depends on the reward they’re likely to receive. For instance, a potential employee looking for enhanced monetary benefits may not find an extra vacation to be an attractive reward. In line with this view, when the reward is aligned to the employee’s aspirations, then it’s certain that the employee will put in the maximum effort in the assigned job role. Else, there shall be reduced efforts. This is the best about the Porter and Lawler model of motivation or Porter Lawler theory of motivation.
5. Perceived Effort Reward Probability
Before employees put in any kind of effort, they like to assess the probability of a certain level of effort leading to the desired level of performance. This, in turn, will make them a candidate for certain kinds of rewards. Depending on the value of the reward and the effort-reward probability, employees decide the level of effort to put in. That’s why people are convinced about the Porter and Lawler model of motivation.
6. Satisfaction
This is a feeling experienced as a result of both extrinsic and intrinsic rewards. However, employees are always likely to compare their actual rewards with their perceived rewards. If their actual rewards exceed their perceived rewards, they’re likely to experience satisfaction. Alternatively, if the actual rewards don’t measure up to the perceived rewards, they’re likely to experience disappointment or dissatisfaction.
Now let’s look at some other aspects of the theory.
Significance And Applicability Of Porter And Lawler Expectancy Theory
The Porter and Lawler model of motivation or Porter Lawler model stands out from other motivational theories because it doesn’t postulate motivation to be a direct cause-effect relationship. Rather, the model tries to elucidate motivation as a complicated phenomenon arising from multiple causes.
The model has great applicability in the modern world, especially in the corporate world, as it nudges managers to focus on the following points to keep the employees motivated:
- Match abilities and traits to put the right individual for the right job.
- Articulate properly to their subordinates the reward mechanism in place.
- Set clear expectations on the level of performance from subordinates.
- Select attractive rewards that keep junior employees motivated and engaged.
That was all about the Porter and Lawler theory or the Porter Lawler model of motivation.
Final Thoughts
Motivation is central to preserving productivity and satisfaction levels within organizations. The Porter and Lawler model or the Porter Lawler model lays out a scientific and logical approach toward enhancing motivation among employees within organizations.
The Porter and Lawler model is the most comprehensive model to manage motivation in popular culture. Any youth pursuing a job or someone about to enter the workforce can benefit tremendously from knowing the Porter Lawler Model.
Now that you have gained knowledge on the Porter and Lawler model, check out Harappa’s Manage Motivation pathway. With its comprehensive application-led approach, the pathway will allow you to build cohesion and drive in your team. Overall, anyone who can manage their motivation can turn any situation into a winning one.
