Chapter Six

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Chapter Six Motivation I Needs, Job Design and
Satisfaction
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Motivation Defined
Motivation Psychological processes that cause
the arousaldirection, and persistence of
voluntary actions that are goal directed.

• Implications Associated with This Definition
• Behavior is purposive rather than random- People
  exhibit both positive (work done on time) and
  negative (arrive late for work) behavior for a
  reason
• Motivation arouses people to do something-
  People are unlikely to change a behavior or do
  something different unless they are motivated to
  do so
• Motivation causes people to focus on a desired
  end-result or goal
• Motivation fuels the persistence needed to
  exhibit sustained effort on a task

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A Job Performance Model of Motivation
Individual Inputs
Skills
Ability, Job knowledge Dispositions
Traits Emotions, Moods, Affect Beliefs Values
Motivational Processes
Arousal Attention Intensity

Direction Persistence
Motivated Behaviors
Job Context
Physical Environment Task Design Rewards
Reinforcement Supervisory Support
Coaching Social Norms Organizational Culture
Enable, Limit
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A Job Performance Model of Motivation (cont.)
Skills
Individual Inputs
Motivated Behaviors
Focus Direction, What we doIntensity Effort,
how hard we tryQuality Task
strategies, the way we do
itDuration Persistence, how
long we stick to it
Motivational Processes
Performance
Job Context
Enable, Limit
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Self-actualization
Maslows Hierarchy of Needs
Esteem
Belongingnessand love
Safety
Physiological
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E.R.G. Theory
Maslowhierarchy
E.R.G.Theory
Self-actualization
Relationship ofMaslows hierarchyto E.R.G.
Theory.
Growth needs
Esteem
Belongingnessand love
Relatedness needs
Safety
Existence needs
Physiological
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McClellands Motivation Theory

• McClelland and colleagues studied the behavioral
  effects of three needs
• Need for Achievement, Power, Affiliation
• Emphasized the Need for Achievement, although
  they investigated all three needs
• Product of an impressive long-running research
  program
• Controversy over measurement methods
• Recent study shows the validity of different
  measures

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Approaches to Job Design
1. The Mechanistic Approach focuses on
identifying the most efficient way to perform a
job. Employees are trained and rewarded to
perform their jobs accordingly.
2. Motivational Approaches these techniques (job
enlargement, job rotation, job enrichment, and
job characteristics) attempt to improve
employees affective and attitudinal reactions
and behavioral outcomes.
3. Biological and Perceptual- Motor Approaches
Biological techniques focus on reducing
employees physical strain, effort, fatigue, and
health complaints. The Perceptual-Motor Approach
emphasizes the reliability of work outcomes by
examining error rates, accidents, and workers
feedback about facilities and equipment.
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Herzbergs Motivator-Hygiene Model
No Satisfaction SatisfactionJobs that do
not Jobs offeringoffer achievement achievement,
recognition, recognition, stimulating
work, stimulating work,responsibility, responsi
bility,and advancement. and advancement.
Motivators
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Herzbergs Motivator-Hygiene Model (cont.)

Dissatisfaction
No DissatisfactionJobs with poor
Jobs with
goodcompany policies,
company policies,and administration,
and
administration, technical supervision
technical supervision,salary,
interpersonal
salary, interpersonalrelationships with
relationships
withsupervisors, and
supervisors, andworking conditions.
working conditions.
Hygiene Factors
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The Job Characteristics Model
Outcomes
Critical psychological states
Core job characteristics
High internal work motivationHigh growth
satisfactionHigh general job
satisfactionHigh work effectiveness
Experienced meaningfulness of the
workExperienced responsibility for outcomes
of the workKnowledge of the actual results of
the work activities
Skill varietyTask identityTask
significanceAutonomyFeedback from job
Moderators 1. Knowledge and skill 2.
Growth need strength 3. Context satisfactions
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Hypotheses Regarding Work-Family Relationships

• Compensation Effect
• Segmentation Hypothesis
• Spillover Model
• Work-Family Conflict

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Dealing with Work-Life Challenges

• Family-Friendly Benefits
• Family-Friendly Programs
• Flexible work arrangements
• Paternal leaves
• Dependent-care service
• Work-family stress management

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International Aspects of Need Theories

• Concept of needs holds across cultures
• People from different cultures may express and
  satisfy needs differently
• Use caution when applying need theories of
  motivation in different countries
• Strong evidence they are culture bound