The porter lawler model
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The Porter-Lawler Model. Introduction.

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The Porter-Lawler Model

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The porter lawler model

The Porter-Lawler Model

P-L Model


Introduction

Introduction

  • This is a Process motivation model, meaning that it is primarily aimed at explaining what gives behavior consistency over time—what is necessary, for example, to keep motivation at a continuing high level. While the model includes rewards (as it must), note that it does not tell us what combination (or type) of reward is more or less powerful.

P-L Model


The porter lawler model

Value attached

To reward

Effort

Estimated probability

Effort will lead

To rewards

We begin with effort; i.e., assume that you are newly in a job and working

hard. Presumably, this is because you place high value on the

rewards that you expect to receive in the future for that effort. However,

expectations are not always realized, and you may conclude, based on

experience, that there is some chance you may not actually receive the

rewards promised to you. Hence, you must highly value the rewards that

You anticipate receiving, based on what the organization has promised,

and also believe and trust that these rewards will actually come to you, if your

effort level is to remain at a high level.

P-L Model


Effort

Effort

Performance

Of course, that effort translates into some level of performance. Are they they same thing? No. Performance is evaluated effort, effort that is assigned some value by others in the hierarchy. Thus, in a behavioral sense, performance can be said to be only partly under the control of the individual.

P-L Model


The porter lawler model

Skills and Abilities

Effort

Performance

Know where to put effort

Of course, that part of performance that is under the individual’s control , the effort expended, does not always translate into performance. A lack of skills can mean high effort leads only to mediocre performance, as can not being certain what specific activities or duties are most critical or important in adding value

P-L Model


Effort performance

skills

Intrinsic rewards

EffortPerformance

Extrinsic

rewards

Where to put effort

Once performance level is known, the individual receives some combination of extrinsic and intrinsic rewards. This combination is usually outside the individual’s immediate control, since it is determined by managerial and organizational practice.

P-L Model


The porter lawler model

Rewards perceived

As equitable

SAT

EFFORT

PERFORMANCE

REWARDS

After the individual receives the rewards that come from effort, he/she will of course have some affective response. Were the rewards satisfactory? Am I happy with them? Presumably , if my effort is high, and the rewards seem commensurate with my hopes and expectations, and are judged by me to be equitable in comparison with significant others, then I will continue to put forth high effort.

P-L Model


The porter lawler model

The full model

Judged

equitable

rewards

Value attached

To reward

Abilities

And

Traits

Intrinsic

rewards

EFFORT

Performance

Satisfaction

Extrinsic

rewards

Accuracy in

deciding where

To put effort

Probability that effort leads to reward

P-L Model


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