MOTIVATIONChapter 13

HOW DO HUMANS NEED INFLUENCE MOTIVATION TO WORK?

Motivation accounts for the level, direction, and persistence of effort expanded at work

Maslow described a hierarchy of needs topped by self-actualization

Need – unfulfilled psychosocial or psychological desire

Lower order needs – physiological, safety and social needs in Maslow’s hierarchy

Higher-order needs are esteem and self-actualization needs in Maslow’s hierarchy

Alderfer’s ERG theory deals with existence, relatedness and growth needs

Existence needs – desires for physiological and material well-being

Relatedness needs – desires for satisfying interpersonal relationships

Growth needs – desires for continued physiological growth and development

McClelland identified acquired needs for achievement, power and affiliation

Need for achievement – desire to do something better, to solve problems or to master complex tasks

Need for power – desire to control, influence, or be responsible for other people

Need for affiliation – desire to establish and maintain good relations with people

Hezberg’s two-factor theory focuses on higher-order need satisfaction

Satisfier factor – found in job content such as a sense of achievement, recognition, responsibility, advancement, or personal growth

Hygiene factor – found in the job context, such as working conditions, interpersonal relations, organization policies, and salary

The Core Characteristics model integrates motivation and job design

Job design – allocation of specific work tasks to individual and groups

Job enrichment – increases job content by adding work planning and evaluating duties normally performed by the supervisor

HOW DO THOUGHT PROCESSES AND DECISIONS AFFECT MOTIVATION TO WORK?

Equity theory explains how social comparisons motivate individual behavior

Perceived negative inequity – discomfort felt over being harmed by unfair treatment

Perceived positive inequity – discomfort felt over benefiting from an unfair treatment

Expectancy theory considers Motivation = Expectancy x Instrumentality x Valence

Expectancy – the person’s belief that working hard will result in high task performance

Instrumentality – person’s belief that various outcomes will occur as a task or performance

Valence – the value a person assigns to work-related outcomes

Self-efficacy – person’s belief that they are capable of performing a task

Goal setting theory shows that well-chosen and well-set goals can be motivating

HOW DOES REINFORCEMENT INFLUENCE MOTIVATION TO WORK?

Operant conditioning influences behavior by controlling its consequences

Law of effect – states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not

Operant conditioning – control of behavior by manipulating its consequences

Positive reinforcement – strengthens behavior by making a desirable consequence contingent on its occurrence

Negative reinforcement - strengthens behavior by making an avoidance of undesirable consequence contingent on its occurrence

Punishment – discourages a behavior by making an unpleasant consequence contingent on its occurrence

Extinction – discourages a behavior by making an the removal of a desirable consequence contingent on its occurrence

Positive reinforcement connects desirable behavior with pleasant consequences

Shaping – positive reinforcement of successive approximations to desired behavior

Law of contingent reinforcement – deliver the reward only when desired behavior occurs

Law of immediate reinforcement – deliver the reward as soon as possible after the desired behavior occurs

Punishment connects undesirable behavior with unpleasant consequences