Warning: Undefined array key 0 in /var/www/html/wp-content/themes/harmony/functions.php on line 274

Warning: Cannot modify header information - headers already sent by (output started at /var/www/html/wp-content/themes/harmony/functions.php:274) in /var/www/html/wp-includes/rest-api/class-wp-rest-server.php on line 1794
{"id":3123,"date":"2023-02-19T16:11:41","date_gmt":"2023-02-19T16:11:41","guid":{"rendered":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/chapter\/apply-it-12-3-process-based-theories-of-motivation\/"},"modified":"2025-06-25T12:29:55","modified_gmt":"2025-06-25T12:29:55","slug":"apply-it-12-3-process-based-theories-of-motivation","status":"publish","type":"chapter","link":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/chapter\/apply-it-12-3-process-based-theories-of-motivation\/","title":{"raw":"Apply It 12.3: Process-Based Theories of Motivation","rendered":"Apply It 12.3: Process-Based Theories of Motivation"},"content":{"raw":"<section class=\"textbox learningGoals\">\r\n<ul>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Describe the role of inputs and outcomes in equity theory&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:14721,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;14&quot;:{&quot;1&quot;:2,&quot;2&quot;:0},&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Describe the role of inputs and outcomes in equity theory<\/span><\/li>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how equity theory relates to worker motivation&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:12672,&quot;10&quot;:0,&quot;11&quot;:4,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how equity theory relates to worker motivation<\/span><\/li>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how expectancy theory can be used to motivate workers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how expectancy theory can be used to motivate workers<\/span><\/li>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how reinforcement theory can be used to motivate workers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:14722,&quot;4&quot;:{&quot;1&quot;:2,&quot;2&quot;:16777215},&quot;10&quot;:2,&quot;11&quot;:4,&quot;14&quot;:{&quot;1&quot;:2,&quot;2&quot;:0},&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how reinforcement theory can be used to motivate workers<\/span><\/li>\r\n<\/ul>\r\n<\/section>\r\n<h2>Workplace Fairness<\/h2>\r\n<p>This Apply It continues using the return to in-office work case study video from earlier in this module. The video is included below in case you want to refresh your memory about specific details, but if you have already watched it, you don't need to watch it again.<\/p>\r\n<section class=\"textbox recall\" aria-label=\"Recall\">Remember that employees have varied reactions to changes in return-to-office policies.<\/section>\r\n<section class=\"textbox watchIt\" aria-label=\"Watch It\"><script src=\"https:\/\/www.youtube.com\/iframe_api \" type=\"text\/javascript\"><\/script>\r\n<p class=\"cc-media-iframe-container\"><iframe id=\"tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" class=\"cc-media-iframe\" src=\"https:\/\/www.youtube.com\/embed\/UHz5IIadnEQ?si=27IMyQFJjaMb5_n9?enablejsapi=1 \" frameborder=\"0\" data-mce-fragment=\"1\"><\/iframe><\/p>\r\n<p class=\"cc-media-iframe-container\"><script src=\"\/\/plugin.3playmedia.com\/ajax.js?cc=1&amp;cc_minimizable=1&amp;cc_minimize_on_load=0&amp;cc_multi_text_track=0&amp;cc_overlay=1&amp;cc_searchable=0&amp;embed=ajax&amp;mf=13387224&amp;p3sdk_version=1.11.7&amp;p=20361&amp;player_type=youtube&amp;plugin_skin=dark&amp;target=3p-plugin-target-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;vembed=0&amp;video_id=UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" type=\"text\/javascript\"><\/script><\/p>\r\n<p>You can view the\u00a0<a href=\"https:\/\/course-building.s3.us-west-2.amazonaws.com\/Intro+to+Business\/transcripts\/Why+Corporate+America+Is+Abandoning+Remote+Work_transcript.txt\" target=\"_blank\" rel=\"noopener\">transcript for \u201cWhy Corporate America Is Abandoning Remote Work\u201d here (opens in new window).<\/a><\/p>\r\n<\/section>\r\n<h3>According to the video, some executives admitted hoping that return-to-office mandates would lead to voluntary turnover. How might employees' perception of this motivation affect their sense of equity in the employment relationship?<\/h3>\r\n<p>[reveal-answer q=\"531580\"]Click to Show Sample Answer[\/reveal-answer]<br \/>\r\n[hidden-answer a=\"531580\"]When employees discover that executives implemented return-to-office (RTO) mandates with the hidden agenda of encouraging voluntary turnover, this significantly damages their perception of equity in the employment relationship. According to equity theory, employees evaluate fairness by comparing their inputs and outcomes against others and expect transparent treatment. Learning that RTO policies were designed as a layoff strategy rather than strictly addressing productivity reveals a deliberate inequity. Executives get the benefit of workforce reduction without the costs of severance or potential legal liability.<\/p>\r\n<p>This perception of unfairness typically triggers responses such as reducing their work effort, changing their perception of their contributions (\"why should I work so hard?\"), or ultimately leaving the organization. The deliberate deception particularly damages the trust essential to productive work relationships. This approach affects not just those who leave but creates challenges in recruiting new talent if the company develops a reputation for unfair treatment.[\/hidden-answer]<\/p>","rendered":"<section class=\"textbox learningGoals\">\n<ul>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Describe the role of inputs and outcomes in equity theory&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:14721,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;14&quot;:{&quot;1&quot;:2,&quot;2&quot;:0},&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Describe the role of inputs and outcomes in equity theory<\/span><\/li>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how equity theory relates to worker motivation&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:12672,&quot;10&quot;:0,&quot;11&quot;:4,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how equity theory relates to worker motivation<\/span><\/li>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how expectancy theory can be used to motivate workers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how expectancy theory can be used to motivate workers<\/span><\/li>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how reinforcement theory can be used to motivate workers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:14722,&quot;4&quot;:{&quot;1&quot;:2,&quot;2&quot;:16777215},&quot;10&quot;:2,&quot;11&quot;:4,&quot;14&quot;:{&quot;1&quot;:2,&quot;2&quot;:0},&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how reinforcement theory can be used to motivate workers<\/span><\/li>\n<\/ul>\n<\/section>\n<h2>Workplace Fairness<\/h2>\n<p>This Apply It continues using the return to in-office work case study video from earlier in this module. The video is included below in case you want to refresh your memory about specific details, but if you have already watched it, you don&#8217;t need to watch it again.<\/p>\n<section class=\"textbox recall\" aria-label=\"Recall\">Remember that employees have varied reactions to changes in return-to-office policies.<\/section>\n<section class=\"textbox watchIt\" aria-label=\"Watch It\"><script src=\"https:\/\/www.youtube.com\/iframe_api\" type=\"text\/javascript\"><\/script><\/p>\n<p class=\"cc-media-iframe-container\"><iframe id=\"tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" class=\"cc-media-iframe\" src=\"https:\/\/www.youtube.com\/embed\/UHz5IIadnEQ?si=27IMyQFJjaMb5_n9?enablejsapi=1\" frameborder=\"0\" data-mce-fragment=\"1\"><\/iframe><\/p>\n<p class=\"cc-media-iframe-container\"><script src=\"\/\/plugin.3playmedia.com\/ajax.js?cc=1&amp;cc_minimizable=1&amp;cc_minimize_on_load=0&amp;cc_multi_text_track=0&amp;cc_overlay=1&amp;cc_searchable=0&amp;embed=ajax&amp;mf=13387224&amp;p3sdk_version=1.11.7&amp;p=20361&amp;player_type=youtube&amp;plugin_skin=dark&amp;target=3p-plugin-target-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;vembed=0&amp;video_id=UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" type=\"text\/javascript\"><\/script><\/p>\n<p>You can view the\u00a0<a href=\"https:\/\/course-building.s3.us-west-2.amazonaws.com\/Intro+to+Business\/transcripts\/Why+Corporate+America+Is+Abandoning+Remote+Work_transcript.txt\" target=\"_blank\" rel=\"noopener\">transcript for \u201cWhy Corporate America Is Abandoning Remote Work\u201d here (opens in new window).<\/a><\/p>\n<\/section>\n<h3>According to the video, some executives admitted hoping that return-to-office mandates would lead to voluntary turnover. How might employees&#8217; perception of this motivation affect their sense of equity in the employment relationship?<\/h3>\n<p><div class=\"qa-wrapper\" style=\"display: block\"><button class=\"show-answer show-answer-button collapsed\" data-target=\"q531580\">Click to Show Sample Answer<\/button><\/p>\n<div id=\"q531580\" class=\"hidden-answer\" style=\"display: none\">When employees discover that executives implemented return-to-office (RTO) mandates with the hidden agenda of encouraging voluntary turnover, this significantly damages their perception of equity in the employment relationship. According to equity theory, employees evaluate fairness by comparing their inputs and outcomes against others and expect transparent treatment. Learning that RTO policies were designed as a layoff strategy rather than strictly addressing productivity reveals a deliberate inequity. Executives get the benefit of workforce reduction without the costs of severance or potential legal liability.<\/p>\n<p>This perception of unfairness typically triggers responses such as reducing their work effort, changing their perception of their contributions (&#8220;why should I work so hard?&#8221;), or ultimately leaving the organization. The deliberate deception particularly damages the trust essential to productive work relationships. This approach affects not just those who leave but creates challenges in recruiting new talent if the company develops a reputation for unfair treatment.<\/p><\/div>\n<\/div>\n","protected":false},"author":21,"menu_order":15,"template":"","meta":{"_candela_citation":"[{\"type\":\"cc\",\"description\":\"Ben and Jerry\\'s ice cream\",\"author\":\"Mike Mozart\",\"organization\":\"Flickr\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"copyrighted_video\",\"description\":\"Why Corporate America Is Abandoning Remote Work\",\"author\":\"CNBC Make It\",\"organization\":\"\",\"url\":\"https:\/\/youtu.be\/UHz5IIadnEQ\",\"project\":\"\",\"license\":\"arr\",\"license_terms\":\"Standard YouTube license\"}]","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"part":3105,"module-header":"apply_it","content_attributions":null,"internal_book_links":[],"video_content":null,"cc_video_embed_content":{"cc_scripts":"<script type='text\/javascript' src='https:\/\/www.youtube.com\/iframe_api'><\/script><script type='text\/javascript' src='\/\/plugin.3playmedia.com\/ajax.js?cc=1&cc_minimizable=1&cc_minimize_on_load=0&cc_multi_text_track=0&cc_overlay=1&cc_searchable=0&embed=ajax&mf=13387224&p3sdk_version=1.11.7&p=20361&player_type=youtube&plugin_skin=dark&target=&vembed=0&video_id=UHz5IIadnEQ&video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9'><\/script>\n","media_targets":["tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9"]},"try_it_collection":null,"_links":{"self":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3123"}],"collection":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/users\/21"}],"version-history":[{"count":7,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3123\/revisions"}],"predecessor-version":[{"id":9806,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3123\/revisions\/9806"}],"part":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/parts\/3105"}],"metadata":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3123\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/media?parent=3123"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapter-type?post=3123"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/contributor?post=3123"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/license?post=3123"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}