Edward Lawler Biography

Stefan in the town of Alexandria. In the city of Lauler, but the first he wrote on his own. It combined the results of two studies performed by scientists after graduating from the university: according to the motivational theory of expectations and the influence of wages on stimulating workers to work, and was distinguished by the encyclopedic latitude of the coverage of these scientific problems.

At this stage of the scientific career, E. Lauler's attention was focused on the individual psychology of people working in production organizations. The book addressed three main topics: the value of salaries in comparison with other types of rewards; salary efficiency in terms of motivation for work; Analysis of factors determining the satisfaction of employees with salaries.

Each of these topics was considered in great detail, taking into account the scientific research of these time accumulated by that time. It should be noted that E. Lauler made the main contribution to the development of the theory of expectations, the theory of justice and to the analysis of salaries as the main motivating factor. In modern scientific literature, there are links to about twenty of his works on these topics.

As a theoretical basis for studying wages, E. Lauler used the theory of expectation. Although it is believed that the main contribution to its development was made by Victor Vrom, Lyman Porter and Edward Lauler Porter and Lawler, managed to significantly expand and clarify the results obtained by his predecessor. The main elements of this theory are the concepts of valency V, instrumentation I and expectation of E.

Valency determines the degree of desirability of remuneration for a particular individual. Different people have different levels of valence depending on the features of the situation in which they are located. Instrumentation implies an individual perception of the connection between the successful performance of the work task and obtaining a variety of remuneration or vice versa, the relationship between the poor performance of work and possible types of punishment.

The result of multiplying the valence of each type of remuneration on the probability of obtaining a specific remuneration for high results of labor allows us to evaluate the meaning of a person’s desire to successfully fulfill the task entrusted to him. However, the desire to do your job does not give a sufficient explanation of motivation, since it is necessary to take into account the employee’s expectations regarding his real possibilities for the successful completion of the task.

The model clearly appears in the Porter Lawler model: expended efforts; perception; results obtained; degree of satisfaction. This model shows that the achieved result depends on the efforts that the employee made, his characteristic features and abilities, plus his realization of his role. The level of efforts attached by an employee should be determined by a measure of reward values, and also the degree of confidence that this justified measure of remuneration will be quite consistent with the level of efforts.

Also, in the theory of Porter-Lawler, the ratio between the result is obtained and the corresponding remuneration is established, that is, a person satisfies his current needs through the receipt, for the achieved results, rewards. Achieving the required level of effectiveness can entail as an internal reward - for example, a sense of satisfaction from the work done, a sense of self -esteem and competence and external rewards - such as promotion, bonuses or laudatory reviews from the leader.

We can conclude that productive labor is the cause of satisfaction and vice versa. The conclusion of Edward Lauler is one of the most prominent scientific specialists in the field of management of the second half of the XX century. He began his career as a traditional researcher of psychological relations in industrial organizations and in the first years of independent scientific activity paid the basic attention of the psychology of individual workers.

His deep analysis of labor issues distinguished him from many other scientists of that time and provided him with receipt in ED Lauler standing out thanks to the scientific contribution to the development of the theory of motivation as a whole. In particular, he was engaged in the study of the influence of salary on the motivation for work, the theory of expectations, the theory of justice and the theory of labor planning.

Company leaders relate to the scientist as an influential supporter of more active involvement of employees in various aspects of production activities.