motivation

• Motivation


  The force that energizes, directs, and sustains behavior
• Motivation functions


  1. Energizes

  2. Directs

  3. Sustains behavior
• Need theories


  Involve specific physiological or psychological deficiencies that the organism is driven to satisfy
• Maslow's Hierarchy of Needs


  • Lower level needs must be satisfied before attention can be paid to higher level needs
  • Deficiency needs must be satisfied in a step-by-step fashion before an individual can move on to growth needs
• ERG Theory


  Alderfer's motivation model that categorizes needs into existence, relatedness, and growth needs
• ERG Theory needs


  • Existence (physiological and safety needs)
  • Relatedness (social and self-esteem)
  • Growth (self-actualization)
• McClelland's Motivational Needs


  • Achievement, power, and affiliation
• Need for Power


  The need to direct and control the activities of others and to be influential
• Need for Achievement


  The compelling drive to succeed and to get the job done
• Need for Affiliation

  Desire to be liked and accepted by others
• McClelland's theory has focused on the need for achievement
• Affiliation-motivated people are only cooperative when they feel secure and safe
• Persons with a high need for power should thrive in jobs that satisfy their needs to be in charge
• Reinforcement Theory


  The theory that behavior is motivated by its consequences
• Positive reinforcers


  Desirable events that strengthen the tendency to respond
• Negative reinforcers


  Events that lead to the avoidance of an existing negative state or condition
• Punishment


  Unpleasant consequences that reduce tendency to response
• Organizational Behavior Modification


  The application of conditioning principles to obtain certain work outcomes
• Self-determination theory


  • Autonomy, competence, and relatedness are critical for spurring motivation
• Goal-Setting Theory


  The motivational theory that emphasizes the setting of specific and challenging performance goals
• For employees to be motivated, goals must be clear, specific, attainable, and, whenever possible, quantified
• Job Design Theories


  Stress the structure and design of jobs as key factors in motivating workers
• Two-Factor Theory


  Herzberg's motivational theory that proposes that two factors motivators and hygienes are important in determining worker satisfaction and motivation
• Motivators


  • Achievement
  • Recognition
  • Responsibility
  • The work itself
  • Advancement
  • Personal Growth
• Hygienes


  • Working Conditions
  • Coworker Relations
  • Policies and rules
  • Supervisor quality
  • Base wage, salary
• To get workers to put greater effort and energy into their jobs, motivators must be present
• Job Characteristics Model


  A theory that emphasizes the role those certain aspects of jobs play in influencing work motivation
• Core Job Characteristics


  • Skill variety
  • Task identity
  • Task significance
  • Autonomy
  • Feedback
• Growth Need Strength


  The need and desire for personal growth on the job
• Equity Theory


  States that workers are motivated by a desire to be treated equitably or fairly
• Job Inputs


  • Hours work
  • Work Performance
  • Education
• Job Outcomes


  • Promotions
  • Salary
  • Bonus/Recognition
• Underpayment inequity


  Worker's perception that inputs are greater than outcomes
• Overpayment Inequity


  Worker's perception that outcomes are greater than inputs
• Expectancy Theory


  A cognitive theory of motivation that states that workers weigh expected costs and benefits of particular courses before they are motivated to take action
• Valence


  The desirability of an outcome to an individual
• Instrumentality


  The perceived relationship between the performance of a particular behavior and the likelihood of receiving a particular outcome
• Expectancy


  The perceived relationship between the individual's effort and performance of a behavior