Porter and Lawler Theory of Motivation
Complete Explanation, Model Diagram, and Importance of Motivation
Introduction
The Porter and Lawler Theory of Motivation, developed in 1968, extends Vroom’s Expectancy Theory and provides a deeper, more realistic explanation of how motivation, performance, rewards, and satisfaction are connected. It argues that performance leads to satisfaction, not the other way around.
Porter and Lawler Motivation Model (Chart)
┌──────────────────────────┐
│ Effort │
└─────────────┬────────────┘
│
▼
┌─────────────────────────────────┐
│ Effort Determinants │
│ • Value of Reward (Valence) │
│ • Perceived Effort–Reward Link │
│ (Expectancy) │
└─────────────────────────────────┘
│
▼
┌──────────────────────────┐
│ Performance │
│ (Depends on: Ability & │
│ Role Clarity) │
└─────────────┬────────────┘
│
▼
┌──────────────────────────┐
│ Rewards │
│ • Intrinsic Rewards │
│ • Extrinsic Rewards │
└─────────────┬────────────┘
│
▼
┌──────────────────────────┐
│ Perceived Fairness │
│ (Equity of Rewards) │
└─────────────┬────────────┘
│
▼
┌──────────────────────────┐
│ Satisfaction │
└──────────────────────────┘
Short Explanation
Porter and Lawler’s model suggests that motivation is not only based on effort. Actual performance depends on a person's ability and clarity of their role. Rewards follow performance, and satisfaction depends on how fair those rewards are perceived to be.
Detailed Explanation of Porter and Lawler Model
1. Effort
Individuals put effort into a task when they believe their effort will lead to good performance.
Effort is influenced by:the rewards ,you will get after the performance .
Basically , effort are classiffied in two types-
a)A Essential Effort:-this types of effort is not neccessarily to get rewards but for the self satisfaction
or for social or self requirement based . It may be possiblity to get rewards or
may be the possiblity that there is no reward.
b)A rewarding Effort:- this effort is based on rewards . You are motivates to do the task or effort to
get the results.this effort is basacilly for self development and growth based.
- Value of the reward (valence)
- Belief that effort → reward (expectancy)
2. Performance
Performance is not only based on effort. It also depends on:
- Abilities
- Role clarity
comes from skills and self work for growth.improving yourself to get the better performance
role of clarity tells you,what is your role to perform .if you dont have idea of your role than how can you perform better? .so you have clear mindset for role of clearly.
3. Rewards
Performance leads to two kinds of rewards:
- Intrinsic rewards: (personal satisfaction, growth, achievement) Intrinsic rewards are internal satisfactions you get from doing an activity, not from external gifts or payments. They include enjoyment, personal growth, pride, curiosity, mastery, and fulfillment. These rewards motivate people because the activity itself feels meaningful, interesting, or aligned with their values, making them naturally engaged and driven.It is also called the selfsatisfaction based reward.
- Extrinsic rewards: (salary, bonus, promotion.) Extrinsic rewards are external benefits you receive for performing a task. They come from outside, not from the activity itself. Examples include money, prizes, grades, praise, promotions, or recognition. These rewards motivate people by offering tangible outcomes or consequences, encouraging them to complete tasks to gain rewards or avoid punishment.It is a external booster for motivation to get better results in future.This types of rewards motivates and encourages you. this is based on External satisfaction.
4. Perceived Equity (Fairness)
Perceived equity (fairness) is a person’s belief that they are being treated fairly compared to others. People compare their efforts (inputs) and outcomes (rewards) with those around them. If they feel the balance is equal, they see it as fair; if not, it leads to dissatisfaction, stress, or reduced motivation. People compare what they receive with what others receive. If rewards are fair, they stay satisfied and motivated.
5. Satisfaction
Satisfaction is a positive emotional state that arises when expectations, needs, or desires are met. It reflects contentment with outcomes, experiences, or relationships. In work settings, satisfaction occurs when job conditions, rewards, and treatment align with a person’s goals and values, leading to higher motivation, commitment, and overall well-being. Satisfaction occurs when actual rewards match or exceed expected rewards. Porter and Lawler claim **performance leads to satisfaction**, not the opposite.
Why Do We Need Motivation?
Motivation is essential because it gives direction, energy, and purpose. It helps individuals stay focused, overcome obstacles, build discipline, and achieve personal or professional goals. When motivation is high, people remain consistent, productive, and mentally stronger. it can come from within (intrinsic), such as passion or curiosity, or from external factors (extrinsic), like rewards, recognition, or responsibilities. When motivation is strong, you feel focused and determined; when it is weak, progress becomes slow. Understanding what inspires you helps you maintain consistency and achieve meaningful results in life, work, and personal growth.
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