7-1 Motivation intensity intensivlik, direction- yo’nalish, persistence- qatiylik

expectancy theory.77 Although it has critics, most evidence supports the theory.78 Expectancy theory argues that the strength of our tendency to act a certain way depends on the strength of our expectation of a given outcome and its attractiveness. In practical terms, employees will be motivated to exert a
high level of effort when they believe that it will lead to a good performance appraisal, that a good appraisal will lead to organizational rewards such as salary increases and/or intrinsic rewards, and that the rewards will satisfy their personal goals. The theory therefore focuses on three relationships
Kutish nazariyasi.77 Tanqidchilarga ega bo'lsa-da, ko'pchilik dalillar nazariyani qo'llab-quvvatlaydi.78 Kutish nazariyasi ma'lum bir tarzda harakat qilish tendentsiyasining kuchi ma'lum bir natijani kutishimiz va uning jozibadorligiga bog'liqligini ta'kidlaydi. Amaliy ma'noda, xodimlar a harakat qilishga undaydi ular ish faoliyatini yaxshi baholashga olib kelishiga, yaxshi baholash ish haqini oshirish va/yoki ichki mukofotlar kabi tashkiliy mukofotlarga olib kelishiga va mukofotlar ularning shaxsiy maqsadlarini qondirishiga ishonganlarida yuqori darajadagi harakat. Shuning uchun nazariya uchta munosabatlarga e'tibor qaratadi.


1. Expectancy: the effort–performance relationship. The probability perceived by the individual that exerting a given amount of effort will lead to performance.
2. Instrumentality: the performance–reward relationship. The degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome.
3. Valence: the rewards–personal goals relationship. The degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual.
1. Kutish: harakat va ishlash munosabati. Qabul qilingan ehtimollik ma'lum miqdordagi kuch sarflashga olib keladigan shaxs tomonidan ishlash.
2. Instrumentallik: ishlash-mukofot munosabatlari. Darajasi shaxs ma'lum bir darajada ishlashga olib keladi deb hisoblaydi istalgan natijaga erishish.
3. Valentlik: mukofot va shaxsiy maqsadlar munosabati. Qaysi daraja tashkiliy mukofotlar shaxsning shaxsiy maqsadlari yoki ehtiyojlarini qondiradi va shaxs uchun ushbu potentsial mukofotlarning jozibadorligi.

Equity theory / organizational justice

Describe the forms of organizational justice, including distributive justice, procedural justice, informational
justice, and interactional justice.
Tashkiliy shakllarni tavsiflang adolat, shu jumladan taqsimlovchi adolat, protsessual adolat, axborot adolat va o'zaro ta'sir adolat.
equity theory A theory stating that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.4
tenglik nazariyasi - odamlar o'zlarining ish natijalari va natijalarini boshqalarniki bilan taqqoslashlarini va keyin har qanday tengsizlikni bartaraf etish uchun javob berishlarini ko'rsatadigan nazariya.

Based on equity theory, employees who perceive inequity will make one of

six choices:82