Expectancy Theory: is the idea that people's actions are driven by expected consequences. Which that behavior based on Vroom’s theory results from conscious choices among whose purpose it is to maximize pleasure and minimize pain. 1 Effort = Performance Relationship= Expectancy (Resources, Training or Supervision)2 Performance = Outcome Relationship =Instrumentality (Promise must be fulfilled) 3 Outcome = Personal Goals Relationship = Valence (Money, Promotion, Benefits)

Equity Theory : is the idea that individuals are motivated by fairness, and if they identify inequities in the input or output ratios of themselves , they will seek to adjust their input to reach their perceived equity . Negative and Positive Inequity : feelings of inequity revolves around a person’s perception of whether he or she receive adequate rewards to compensate for his/her contributive inputs. People tend to compare themselves with others on similar level. Negative inequity will be  perceived if comparison person enjoys greater outcomes for same inputs.

How to Reduce inequity : 1. Increase inputs(work Harder, be educated) 2. Decrease inputs (Don’t work as hard, take long breaks) 3. Attempt to increase outcomes (ask for raise,promotion) 4. Decrease outcomes (Ask for less Pay) 5. Leave the field (absenteeism and turnover) 6. Psychologically distort inputs and outcome (be convinced that certain inputs are not important and have a boring job) 7. Person can change comparison other(new comparison person or compare self to previous job)

Goal: what an individual is trying to accomplish, it is the object of aim of an actionGoal Difficulty: reflects the amount of effort required to meet a goal  Goal Commitment:Degree to which a person is determined in achieving a desired (or required) goal.

Stress: adaptive response, mediated by individual characteristics or psychological processes, that is a consequence of any external action, situation or event that places special physical or psychological demands upon a person. Eustress: stress that is positive or produces positive outcome.

Individual: associated with person’s work responsibilities (interupted work, lack of control, job securityGroup: group dynamics and managerial behavior (no support, lack of concern,inadequate direction, Org: affect large no. of employees due to conflict, stereotypes and org culture(technology)Extra-Org: factors outside the organization ( interruptions of life and balancing it)

Forming:  most team members are positive and polite. Some are anxious, as they haven't fully understood what work the team will do. Others are simply excited about the task ahead.This stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues. Storming: Storming often starts where there is a conflict between team members' natural working styles. People may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated.Norming: This is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader.they may socialize together, and they are able to ask one another for help and provide constructive feedback. People develop a stronger commitment to the team goal, and you start to see good progress towards it.Performing: the hard work leads, without friction, to the achievement of the team's goal. The structures and processes that you have set up support this well.As leader, you can delegate much of your work, and you can concentrate on developing team members.Adjourning: work is done, time to move on to other things , Team members who like routine, or who have developed close working relationships with colleagues, may find this stage difficult, particularly if their future now looks uncertain.