Over the decades, numerous theories of motivation have been developed.

Most of the older theories have been shown to not be particularly valid and, therefore, not good predictors of motivational force.

More contemporary theories can explain the motivational force in particular situations well.

Therefore, industrial/organizational (I/O) psychologists must understand which theory best predicts/clarifies human motivation based on the particulars of the situation.

For this assignment, the following contemporary theories are considered:

Self-Determination Theory/Cognitive Evaluation Theory

Goal-Setting Theory

Self-Efficacy Theory

Reinforcement Theory

Equity Theory/Organizational Justice Theory

Expectancy Theory

Using the Argosy University online library resources, the readings for this module, and the Internet, review these contemporary theories of motivation.

Then, correctly apply the appropriate theory to the following two scenarios:

A professional working for a major corporation is assigned goals each quarter. If all goals are achieved, a substantial bonus is paid. One quarter, workers review their new goals and make the determination that they are not likely to achieve all the goals.

A person works in a department with eight coworkers, and they all do the same job. They believe that one worker (who they know well) is receiving more perks and rewards than they are for the same amount and quality of work.

For each scenario:

State the selected theory of motivation that best applies to that scenario.

Summarize the theory chosen.

Explain how the theory selected explains/predicts motivational force.

Your final product should be a 3- to 4-page Microsoft Word document and should use a minimum of 3 sources from professional literature. Professional literature may include the Argosy University online library resources, relevant textbooks, peer-reviewed journal articles, and websites created by professional organizations, agencies, or institutions (.edu, .org, and .gov).