MotivationTheory - PowerPoint PPT Presentation

Title: MotivationTheory


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Chapter 14

• Motivation-Theory Practice

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Planning Ahead Chapter 14

• What is motivation?
• What are the different types of individual needs?
• What are the process theories of motivation?
• What role does reinforcement play in motivation?

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HIGH PERFORMANCE EQUATION
PERFORMANCE

ABILITY
SUPPORT
X
X
EFFORT
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HIGH PERFORMANCE TRIANGLE
ABILITY

• Recruitment
• Selection
• Training
• Development

SUPPORT
EFFORT
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HIGH PERFORMANCE TRIANGLE
ABILITY
SUPPORT
EFFORT

• Time
• Goals
• Resources
• Technology
• Encouragement

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HIGH PERFORMANCE TRIANGLE
ABILITY
SUPPORT
EFFORT

• Extrinsic Motivation
• Intrinsic Motivation

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What is Motivation?
The level and direction of EFFORT expended at
work.

Motivation
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PUT MOTIVATION THEORY IN YOUR OWN WORDS
MAKE A LIST -- Why do people do the things they
do?
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Why People Do the Things They Do

• Curiosity - desire to learn
• Food - desire to eat
• Honor - desire to act morally
• Rejection - fear of social rejection
• Sex - desire for sexual behavior/fantasy
• Exercise - desire for physical activity

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Why People Do the Things They Do continued

• Order - desire for organization
• Independence - desire for autonomy
• Vengeance - desire to retaliate
• Social contact - desire for company
• Family - desire to be with family
• Social prestige - desire for attention

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Why People Do the Things They Do continued

• Aversion - desire to avoid pain/anxiety
• Citizenship - desire to serve public
• Power - Desire to influence others

Source Steven Reiss and Susan Havercamp,
Psychological Assessment (June, 1998).
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Basic Motivational Concepts

• Motivationthe forces within the individual that
  account for the level, direction, and persistence
  of effort expended at work.
• Rewarda work outcome of positive value to the
  individual
• Extrinsic rewardsvalued outcomes given to
  someone by another person.
• Intrinsic rewardsvalued outcomes that occur
  naturally as a person works on a task.

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Types of Motivation Theory

• Content theories
• Human needs and how people with different needs
• may respond to different work situations.
• Process theories
• How people give meaning to rewards and make
• decisions on various work-related behaviors.
• Reinforcement theory
• How peoples behavior is influenced by
• environmental consequences.

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Types of Content Theories

• Hierarchy of needs theory
• ERG theory
• Two-factor theory
• Acquired needs theory

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Maslows Hierarchy of Human Needs

• Higher-Order Needs
• Self-actualization needs
• Esteem Needs
• Lower-Order Needs
• Social needs
• Safety needs
• Physiological Needs

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Opportunities of Satisfaction in Maslows
Hierarchy of Human Needs
What satisfies higher-order needs?
Self-actualization needs

• Creative challenging work
• Participation in decision making
• Job flexibility autonomy

Esteem Needs

• Responsibility of an important job
• Promotion to higher job status
• Praise recognition from boss

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Opportunities of Satisfaction in Maslows
Hierarchy of Human Needs
What satisfies lower-order needs?

• Friendly coworkers
• Interaction with customers
• Pleasant supervisor

Social Needs

• Safe Working conditions
• Job security
• Base compensation benefits

Safety Needs

• Rest refreshment breaks
• Physical comfort on the job
• Reasonable work hours

Physiological Needs
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Alderfers ERG Theory

• Collapses Maslows five need theories into three
• Existence needs
• Relatedness needs
• Growth needs

Lower-order needs
Higher-order needs
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Herzbergs Two-Factor Principles
Job Dissatisfaction
Job Satisfaction
Improving the Motivator factors increases job
satisfaction

• Influenced by Motivator
• Factors
• Achievement
• Recognition
• Responsibility
• Work Itself
• Advancement
• Personal growth

• Influenced by Hygiene
• Factors
• Working conditions
• Coworker relations
• Policies rules
• Supervisor quality
• Base wage, salary

Improving the Hygiene factors decreases Job
dissatisfaction
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McClellands Acquired Needs Theory
Need for Achievement Desire to do something
better or more efficiently, to solve problems,
or to master complex tasks. Need for
Power Desire to control other persons, to
influence their behavior, or to be responsible
for other people. Personal power versus social
power. Need for Affiliation Desire to establish
and maintain friendly and warm relations with
other persons.
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Comparison of Motivation Theories
Maslow
Alderfer
Herzberg
McClelland
Self Actualization
Growth
Satisfier Factors
Achievement
Higher- Order needs
Esteem
Power
Social
Hygiene Factors
Relatedness
Affiliation
Safety
Lower-order needs
Existence
Physiological
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Types of Process Theories

• Equity Theory
• Expectancy Theory
• Goal-Setting Theory

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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.

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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 followed by rewards.
• Valence value a person assigns to rewards and
  other work related outcomes.

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Goal-Setting Theory

• Developed by Edwin Locke.
• Properly set and well-managed task goals can be
  highly motivating.
• Motivational effects of task goals
• Provide direction to people in their work.
• Clarify performance expectations.
• Establish a frame of reference for feedback.
• Provide a foundation for behavioral
  self-management

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How to Make Goal Setting Work for You

• Set specific goals they lead to higher
  performance than more generally stated ones, such
  as Do your best.
• Set challenging goals when viewed as realistic
  and attainable, more difficult goals lead to
  higher performance than do easy goals.
• Build goal acceptance and commitment people
  work harder for goals that they accept and
  believe in
• Clarify goal priorities make sure that
  expectations are clear as to which goals should
  be accomplished first and why.
• Provide feedback on goal accomplishment make
  sure that people know how well they are doing
• Reward goal accomplishment dont let positive
  accomplishments pass unnoticed

14.1
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Reinforcement Theory of Motivation

• Reinforcement theory focuses on the impact of
  external environmental consequences on behavior.
• Law of effect impact of type of consequence on
  future behavior.
• Operant conditioning
• Developed by B.F. Skinner.
• Applies law of effect to control behavior by
  manipulating its consequences.

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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.

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Guidelines for Positive Reinforcement 

• Clearly identify desired work behaviors.
• Maintain a diverse inventory of rewards.
• Inform everyone what must be done to get rewards.
• Recognize individual differences when allocating
  rewards.
• Follow the laws of immediate and contingent
  reinforcement.

14.2a
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Operant Conditioning Strategies

• Punishment
• Decreases the frequency of a behavior through the
  contingent presentation of an unpleasant
  consequence.
• Extinction
• Decreases the frequency of a behavior through the
  contingent removal of an pleasant consequence

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Guidelines for Punishment

• Tell the person what is being done wrong.
• Tell the person what is being done right.
• Make sure the punishment matches the behavior.
• Administer the punishment in private.
• Follow the laws of immediate and contingent
  reinforcement.

14.2b
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Chapter 14 Review

• What is motivation?
• What are the different types of individual needs?
• What are the process theories of motivation?
• What role does reinforcement play in motivation?