Motivation

Needs Theories of Motivation

Needs

-Unfulfilled physiological and

psychological desires of an

individual

-Explain workplace

behavior and attitudes

-Create tensions that

influence attitudes and

behavior

-Good managers and leaders

facilitate employee need

satisfaction

Needs Theories of Motivation

Opportunities for satisfaction in Maslow’s hierarchy of human needs

Self-actualization needs

Creative and challenging work

Participation in decision making

Job flexibil

ity and

autonomy

What satisfies higher-order

needs

Esteem needs• Responsibility of an important

job• Promotion to higher status job• Praise and recognition from

boss

Social needs

• Friendly coworkers

• Interaction with customers

• Pleasant supervisor

Safety needs

• Safe working conditions

• Job security• Base

compensation and benefits

Physiological needs

• Rest and refreshment breaks

• Physical comfort on the job

• Reasonable work hours

What satisfies lower-order needs?

Needs Theories of Motivation

-Deficit principle• A satisfied need is not a motivator of behavior

-Progression principle• A need at one level does not become activated

until the next lower – level need is satisfied

Needs Theories of MotivationERG theory-Developed by clayton alderfer-three need levelsExistence needs• Desires for physiological and material well-beingRelatedness needs• Desires for satisfying interpersonal relationshipsGrowth needs• Desires for continued psychological growth and development

Needs Theories of Motivation• Two-factor theory-Developed by frederick Herzberg-Hygiene factors:• Elements of the job context• Sources of job dissatisfaction-Satisfier factors:• Elements of the job content• Sources of job satisfaction and motivation

Herzberg’s two-factor theory

Job Dissatisfaction Job satisfactionHerzberg’s Two-factor

principle

Improving the motivator factors increases job

satisfaction

Improving the hygiene factors decreases job

dissatisfaction

Influenced byHygiene Factors

• Working conditions

• Coworker relations

• Policies and rules• Supervisor quality• Base wage, salary

Influenced byMotivator Factors

• Achievement• Recognition• Responsibility• Work itself• Advancement• Personal growth

Needs Theories of Motivation

• Acquired needs theory-Need for achievement (nAch)• Desire to do something better or more efficiently, to solve

problems, or to master complex tasks-People high in (nAch) prefer work that:• Involves individual responsibility for results• Involves achievable but challenging goals• Provides feedback on performance

Process theories of motivation

• Equity theory-Developed by J. Stacy Adams-When people believe that they have been treated unfairly in comparison to others, they try to eliminate the discomfort and restore a perceived sense of equity to the situation• Perceived inequity• Perceived equity

Process theories of motivation

• Equity theory-People respond to perceived negative inequity by changing …

• Work inputs• Rewards received• Comparison points• Situation

Process theories of motivation

• Expectancy theory-Developed by Victor Vroom-Key expectancy theory variables:• Expectancy – belief that working hard will result in desired level

of performance• Instrumentality – belief that successful performance will be

fallowed by rewards• Valence _ value a person assigns to rewards and other work

related outcomes

Elements in the expectancy theory of motivation

Person exertsWork effort

Work-related

outcomes

Task performance

To achieveand

realize

Expectancy“Can I achieve the

desired level of task performance?”

Instrumentality“What work outcomes will be

received as a result of the performance?”

Valence“How highly do

I value work outcomes?”

Process theories of motivation• Goal-setting theory-Participation in goal setting• Unlocks the motivational potential of goal setting• Management by objective (MBO) promotes

participation• When participation is not possible, workers will

respond positively if supervisory trust and support exist

Process theories of motivation

• Self-Efficacy Theory- A person’s belief that he or she is capable of

performing a task-Capability directly affects motivation• Higher self-efficacy will have higher expectancy• Self-efficacy is linked to performance goal setting

Process theories of motivation

• Self-Efficacy Theory-Enactive mastery• Person gains confidence through positive experience-Vicarious modeling• Learning by observing others-Verbal persuasion• Encouragement from others that one can perform a

task-Emotional arousal• High stimulation or energy to perform well in a

situation

Reinforcement theory• Operant conditioning strategies:-Positive reinforcement• Increases the frequency of a behavior through the

contingent presentation of a pleasant consequence-Negative reinforcement• Increases the frequency of a behavior through the

contingent removal of an unpleasant consequence

Reinforcement theory• Successful implementation of positive

reinforcement is based on-Law of contingent reinforcement-• Reward delivered only if desired behavior is

exhibited-Law of immediate reinforcement-• More immediate the delivery of a reward, the more

reinforcement value it has

Schedules of reinforcement:-Continuous reinforcement administers a reward each time a desired behavior occurs-Intermittent reinforcement rewards behavior only periodically-Acquisition of behavior is quicker with continuous reinforcement-Behavior acquired under an intermittent schedule is more permanent-Shaping is the creation of a new behavior by positive reinforcement of successive approximations to it