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Equity Expectancy and Goal setting are the three motivational theories discussed throughout this paper Equity theory is defined as social comparisons to others in the workforce Here we review a field experiment of 198 employees and their relation to being reassigned in different offices that are either overpaid or underpaid This gives us an idea of how environmental factors effect job performance Expectancy theory is also discussed in terms of job enrichment We see that the people who volunteered had both high locus of control and higher order need satisfaction Also employee involvement programs were found to have the same characteristics as those who perused job enrichment Goal setting theory which is based on developing and setting up achievement objectives is reviewed in sense of the relationship in the complex and dynamic organizational setting Here we review the research of over 550 subjects involved in the study and see if there is any conclusive evidence between participation and performance This paper aims to review the articles so that it can be better understood give some insight on what other research should be done and the application of this research to organizations Discussion of Theory Motivation is the degree to which an individual is personally committed to expending effort in the accomplishment of a specified activity or goal Eisenberg Goodall Jr 1997 pp 244-45 Organizations strive motivate their employees by using different applications The Equity theory can be describe as the ratio of effort to reward The employee will compare their ratio with the other workers ratio If the employee sees himself or herself as under compensated they could correct the matter by declining their quality productivity and increasing their absenteeism Quality of work is hard to measure because of communication in the workforce Every worker is different thus communication for each worker has to relate with his or her personality It would be easy for another co-worker
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