CHAPTER 12 MOTIVATION

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CHAPTER 12MOTIVATION
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Lecture outline

• Nature of motivation
• Needs theories
• Cognitive theories
• Reinforcement theory
• Social learning theory

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Nature of motivation

• Motivation is the force energising or, giving
  direction to, behaviour, and underlies the
  tendency to persist.
• It is a complex interaction of behaviours,
  needs, rewards/reinforcement and cognitive
  activities.

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Nature of motivation
performance
environmental conditions
ability
motivation
x
X

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Needs theories

• Hierarchy of needs theory (Maslow)
• Two-factor theory (Herzberg)
• ERG theory (Aldefer)
• Acquired needs theory (McClelland)

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Needs theories

• Hierarchy of needs theory (Maslow)
• Theory arguing that individual needs form a
  five-level hierarchy.

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Needs theories
Self-actualisation
Esteem
Belongingness
Safety
Physiological
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Needs theories

• ERG theory (Aldefer)
• Alternative to Maslows hierarchy of needs
  theory, which argues that there are three levels
  of individual needs.

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Needs theories
Relatedness needs Relationships with family, work
and professional groups
Existence needs Physiological (food,
water) Pay Benefits Working conditions
Satisfaction-progression principle Frustration-re
gression principle
Growth needs Creativity Innovation Productivity
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Needs theories

• Two-factor theory (Herzberg)
• Herzbergs theory that hygiene factors are
  necessary to keep workers from feeling
  dissatisfied but, only motivators can lead
  workers to feel satisfied and motivated.

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• Hygiene factors
• Factors that prevents you from being
  dissatisfied
• Motivators
• Factors seeming to make individuals feel
  satisfied with their jobs (enhances motivation)

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Needs theories
Hygiene factors
Motivators
Achievement Responsibility Work
itself Recognition Growth Advancement
Pay Working Conditions Supervisors Company
Policies Fringe benefits
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Needs theories

• Acquired needs theory (McClelland)
• Theory stating that an individuals needs are
  acquired over time and are shaped by his/ her
  life experiences.
• McClelland further states that most of these
  needs can be classed into one of the three
  categories which are Achievement, Affiliation
  and Power

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NEEDS THEORIES

• Acquired needs theory

Developed by David McClelland (1961) Cites the
needs for achievement, power, and affiliation as
major motives in work
Need for achievementdrive to excel Need for
powerinfluence others behaviour Need for
affiliationdesire for friendly and close
interpersonal relationships
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• Achievement people with high need for
  achievement seek to excel and thus tend to avoid
  risk situations. (Nach)
• Affiliation People with high need for
  harmonious relationships with other always work
  to be accepted by others. People with high Naff
  tend to work at places that provides significant
  personal interaction.
• Power Need to influence other and control ones
  environment. Power can be divided into two
  categories.

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2 Types of Power

• Personal Power need for power in which people
  want to control others. This may be because of
  the sake of demonstrating their ability or
  authority.
• Institutional Power need for power in which
  people focus on working with others in order to
  enhance and move the organizational goals forward.

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Personal Power ????????
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Which Power????
TEETH POWER
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Cognitive theories

• Expectancy theory
• Equity theory
• Goal-setting theory

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Cognitive theories

• Expectancy theory (Vroom)
• Theory arguing that we consider three main
  issues (effort-performance, performance-outcome,
  valence) before we expend effort necessary to
  perform at a given level.

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Cognitive theories

• Effort-performance expectancy
• Our assessment of the probability our efforts
  will lead to the required level of performance.
• Performance-outcome expectancy
• Our assessment of the probability our successful
  performance will lead to desired outcomes.
• Valence
• Our assessment of anticipated value of various
  outcomes or rewards. value of outcomes

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Cognitive theories

• Equity theory (Adams)
• Theory arguing that we prefer situations of
  balance or, equity.
• Ratio of inputs Ratio of outputs
• Others

If the ratio of inputs to outputs is less
beneficial than the ratio enjoyed by referent
others, then we become de-motivated in relation
to our job and employer.
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Cognitive theories

• Goal-setting theory
• Goal-setting theory technique works by
  focussing attention action, mobilising effort,
  increasing persistence, encouraging the
  development of strategy to achieve goals.

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• Reinforcement theory
• Theory arguing that our behaviour can be
  explained by consequences in the environment.

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• Types of reinforcement
• Positive
• Technique aiming to increase a desired behaviour
  through positive things--Uses pleasant, rewarding
  consequences to encourage desired behaviour. Use
  of shaping.
• Negative
• (unpleasant) stimuli so an individual will
  engage in the desired behaviour to stop the
  stimuli.
• Doing something in order to avoid negative

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• Types of reinforcement
• Extinction
• Stopping previously available positive outcomes
  from a behaviour to decrease the behaviour.
• Punishment
• Providing negative consequences to decrease or
  discourage a behaviour.

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Reinforcement theory
Fixed ratio given after fixed number of cases
of desired behaviour. High response rates, rapid
extinguishment if stopped even temporarily. Eg
on every five successful ideas implemented
Fixed interval given on fixed time schedule.
Uneven responses, extinction rapid if
reinforcement late, or stops Eg Visiting at the
same time
Using reinforcement theory encourage
desired behaviour, be clear on what is desired.
Use variable interval variable
ratio reinforcement. Punish moderately severely
promptly.
Variable interval given on variable or random
time basis. High, steady response rate, slow
extinguishment, if stopped Eg On an average
Variable ratio given on variable or random
frequency of behaviour basis. High response
rate, very slow extinguishment Eg one award
per five successful ideas. And so on
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Social Learning Theory

• "Learning would be exceedingly laborious, not to
  mention hazardous, if people had to rely solely
  on the effects of their own actions to inform
  them what to do. Fortunately, most human behavior
  is learned observationally through modeling from
  observing others one forms an idea of how new
  behaviors are performed, and on later occasions
  this coded information serves as a guide for
  action."-Albert Bandura, Social Learning Theory,
  1977

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Social learning theory

• Social learning theory (Bandura)
• Theory arguing that learning occurs through
  continuous reciprocal interaction of our
  behaviours, various personal factors and
  environmental forces.

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Social learning theory

• Symbolic processes
• Self-control/regulation---Intrinsic Reinforcement
• Vicarious learning.

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Lecture summary

• Nature of motivation
• Motivational process
• Motivation performance.
• Needs theories
• Hierarchy of needs
• Two-factor
• ERG
• Acquired needs.

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Lecture summary

• Cognitive theories
• Expectancy
• Equity
• Goal-setting.
• Reinforcement theory
• Positive, negative, extinction, punishment as
  reinforcement.
• Social learning theory
• Symbolic processes, self-control, vicarious
  learning.