Week 2

1
Week 2

• Motivation and Compensation

2
Maslows Hierarchy of Needs

• Physiological needs above all else
• Safety needs come second
• Once safety needs are met, social needs must be
  secured
• Esteem Needs are next
• Need for Aesthetic appreciationincluded in
  original model
• Self-actualizationhighest order need

3
McGregors Theory X Y Distinction

• Theory X
• Work is distasteful
• Control, punishment, and monitoring
• Responsibility is undesirable
• Security is the most important motivator

4
McGregors X Y

• Theory Y
• Segway into Human resources model
• Work is a need
• Work can be meaningful
• Employees will self-monitor and maintain a task
  they are committed to
• Most people can exercise and come to appreciate
  responsibility
• Good judgment and ideas are inherent in most
  peoplejust ask for it

5
Herzbergs 2 factor theory

• Motivators and Hygiene factors
• Motivators increase performance
• Workers will seek out motivators
• Increasing motivators increases performance
• Hygiene factors are minimum requirements
• Increasing hygiene factors past a threshold wont
  increase performance
• Not a lot of current empirical support for this
  model

6
McClelland and the 4 needs

• Need for Achievement
• Need for Power
• Need for Affiliation
• Need for Recognition (not in text)
• How might you differentially manage employees
  with different need types?

7
Goal-Setting Theory

• Setting specific, difficult goals leads to the
  greatest level of achievement
• Goals should be broken into reinforceable
  sub-goals
• Time frames should be specific and identifiable
• Mastery experiences lead to greater efficacy
• Creativity vs. Productivity

8
Reinforcement Theory

• Gives power to the reinforcement schedule
• Behaviors are induced
• Internal Events not relevant to direct behavior
• Use of reinforcement AND goals may be most
  appropriate

9
Equity Theory

• Examine our relationship to a referent other
• May not be accurateperception is what matters
• We adjust our satisfaction and work output
  accordingly
• How can an organization make easy use of this?

10
Expectancy Theory

• A more contingency-based version of equity theory
• Attractivenessdo you value the reward?
• Performance/reward linkagewill you be rewarded
  more for high than low performance?
• Effort/performance linkageis performance bound
  by effort?

11
Is Motivation theory tied to culture?