Batul Nafisa Baxamusa has written an article on equity theory even she has described various aspects of the theory. According to her, motivation factors usually differ from person to person. She states that few persons are motivated through the fame they earn whereas for most of the persons money is the motivating factor. While analyzing the Adam’s equity theory, she has brought into light an interesting fact that most of the employees tend to compare themselves with their coworker to judge the remuneration and reward provided to him and here lies the importance of the equity theory (Baxamusa, 2010).
Yoon (2001) had highlighted the importance of the empowerment of the worker in the workplace. According to him, instead of being pleased with their jobs, few employees feel burnt out and powerless due to the increased workload and lack of job security. He proposed empowerment as the critical intrusion program to boost motivation (Yoon, 2001).
Incentive is a part of motivation and Stolovitch (2004) has mentioned his two major findings regarding incentives at workplace. These two myth-breaking findings are “Incentives destroy personal, intrinsic interest in work” and “Incentives only results in paying more for the result you would have had anyway”. It has definitely a major impact on determination of the motivational factor in the workplace (Stolovitch, 2004).
According to Amabile (2002), the prevailing psychological view of Motivation is that extrinsic motivation destabilizes the intrinsic motivation. He has proposed two mechanisms for the synergic combination of intrinsic and extrinsic motivation and those are ‘motivation-work cycle match’ and ‘extrinsic in service of intrinsic’ (Amabile, 2002).
Hackman and Oldham (2004), have suggested a model consisting with the specifications under which an individual can internally be motivated and can perform the work effectively. It focuses on three categorical variables and