Download Needs Theories of Motivation

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
What satisfies
higher-order
needs
Participation in
decision making
Job flexibility and
autonomy
Esteem needs
• Responsibility of an
important job
• Promotion to higher
status job
• Praise and
recognition from boss
What satisfies lower-order needs?
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
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 Motivation
Existence
needs
• Desires for
physiological and
material wellbeing
Relatedness
needs
Developed
by Clayton
Alderfer
three
need
levels
ERG
theory
Growth
needs
• Desires for
satisfying
interpersonal
relationships
• 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
Influenced by
Hygiene Factors
• Working
conditions
• Coworker
relations
• Policies and rules
• Supervisor quality
• Base wage, salary
Herzberg’s Two-factor
principle
Improving the motivator
factors increases job
satisfaction
Improving the hygiene
factors decreases job
dissatisfaction
Job satisfaction
Influenced by
Motivator 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
• 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
To achieve
Person exerts
Work effort
Expectancy
“Can I achieve the
desired level of task
performance?”
Task
performance
and
realize
Instrumentality
“What work outcomes will be
received as a result of the
performance?”
Workrelated
outcomes
Valence
“How highly do
I value work
outcomes?”
Process theories of motivation
Goal-setting theory
Unlocks the motivational
potential of goal setting
-Participation in 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
-Emotional
arousal
-Vicarious
modeling
• High
stimulation or
energy to
perform well in
a situation
• Learning by
observing
others
Self-Efficacy
Theory
-Enactive
mastery
-Verbal
persuasion
• Person gains
confidence
through
positive
experience
• Encouragement
from others
that one can
perform a task
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