Chapter 13Motivation

EXPLORING MANAGEMENT

Chapter 13

• How do human needs influence motivation to work?

• How do thought processes and decisions affect motivation to work?

• How does reinforcement influence motivation to work?

13.1

Human Needs and Job Design

• Maslow described a hierarchy of needs topped by self-actualization

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

• McClelland identified acquired needs for achievement, power and affiliation

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

• The core characteristics model integrates motivation and job design

HUMAN NEEDS

Maslow’s Hierarchy

• Motivation – level, direction and persistence of effort expended at work

• Maslow’s hierarchy– Needs

• Unfulfilled desires that stimulate people to act

– Lower order needs• Physiological, safety and social needs

– Higher order needs• Esteem and self-actualization

HUMAN NEEDS

Maslow’s Hierarchy

HUMAN NEEDS

Alderfer’s ERG Theory• Alderfer’s ERG Theory

HUMAN NEEDS

McClelland’s Acquired Needs

• Three acquired needs that vary in strength among people

HUMAN NEEDS

McClelland’s Acquired Needs

• Two forms of need for power– Need for personal power– Need for social power

HUMAN NEEDS

Herzberg Two-Factor Theory

JOB DESIGN

Core Characteristics Model

• Job design– Allocation of specific tasks to individuals and

groups

• Job enrichment– Adds opportunities for

satisfying higher-order needs to a job by adding opportunities for planning and controlling work

JOB DESIGN

Core Characteristics Model

JOB DESIGN

Core Characteristics Model

13.2

Thought Processes and Decisions

• Equity theory explains how social comparisons motivate individual behavior

• Expectancy theory considers motivation = expectancy x instrumentality x valence

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

THOUGHT PROCESSES

Equity Theory

• Equity theory explains how social comparisons can motivate individual behavior– Perceived negative inequity

• Attempt to restore equity by working less or quitting

– Perceived positive inequity• Attempt to restore equity

by extra effort

THOUGHT PROCESSES

Expectancy Theory

• Expectancy theory considers motivation = expectancy x instrumentality x valence

THOUGHT PROCESSES

Expectancy Theory

THOUGHT PROCESSES

Goal Setting Theory

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

13.3

Reinforcement

• Operant conditioning influences behavior by controlling its consequences

• Positive reinforcement connects desirable behavior with pleasant consequences

• Punishment connects undesirable behavior with unpleasant consequences

REINFORCEMENT

Law of Effect

• The law of effect states that behavior followed by a pleasant consequence is likely to be repeated; behavior followed by an unpleasant consequence is unlikely to be repeated.

REINFORCEMENT

Operant Conditioning• Operant Conditioning – B. F. Skinner

– Influences behavior by controlling its consequences.

– Behavior that is rewarded is likely to be repeated

– Behavior that receives an unpleasant consequence probably won’t be repeated.

REINFORCEMENT

Positive Reinforcement

• Positive reinforcement– Strengthens positive behavior

• Approval• Recognition• Rewards

REINFORCEMENT

Negative Reinforcement

• Negative reinforcement– Unpleasant consequence is avoided if

desirable behavior is exhibited

• Extinction– Desired consequence is removed if

undesirable behavior is exhibited

• Punishment– Discourages a behavior by making an

unpleasant consequence contingent on its occurrence

REINFORCEMENT

Operant Conditioning

REINFORCEMENT

Positive Reinforcement

• Positive reinforcement connects desirable behavior with pleasant consequences– Law of contingent reinforcement

• Reward only when desirable behavior is demonstrated

– Law of immediate reinforcement• Reward immediately after the desirable behavior is

demonstrated

REINFORCEMENT

Positive Reinforcement

• Shaping– Creating a new behavior by positive

reinforcement of similar behaviors

• Continuous reinforcement– Reward every time behavior is exhibited

• Intermittent reinforcement– Reward behavior periodically

REINFORCEMENT

Punishment

• Punishment– Connects undesirable behavior with

unpleasant consequences• Deny a reward• No raise/pay reduction• Reprimand