Work Motivation - Definition
- Internal State that directs individuals to certain goals and objectives
- Not directly observable
- Inferred from behavior
- variability in behavior is not result of
- differences in ability
- situational (environmental) factors
Work Motivation - Theories of Work Motivation
- Internal (Content) Theories
- Identify factors within an individual that energize, direct, sustain, and stop behavior.
- External (Process) Theories
- Describe how personal and situational (environmental) factors interact and influence each other to produce certain kinds of behavior
MASLOW’S HIERARCHY OF NEEDS McClelland’s Learned Needs - Need for Achievement
- a need to accomplish goals, excel, and strive continually to do things better.
- Need for Affiliation
- desire for friendly and close interpersonal relationships
- affiliative interest
- affiliative assurance
- Need for Power
- the need to influence and lead others and be in control of one’s environment
- socialized power
- personalized power
Equity Theory - Outputs – pay, promotions, perqs
- We are motivated by perceived inequity (unfairness)
- Perceived inequity creates a state of “unpleasant” tension that we are motivated to reduce
- How do we perceive inequity (unfairness)?
- According to Adams, inequity is perceived when our perception of the ratio of our Inputs to Outputs is different from that of a comparison other .
- An example:
Reducing Inequity - Change your inputs
- Change your outputs
- Change your comparison other
- Alter your perceptions
Expectancy Theory - Valence - attractiveness of the outcomes to employees
- Job outcomes (e.g., pay, promotions)
- Expectancy - strength of belief that effort will result in successful performance
Expectancy Theory (Vroom, 1964) - Five Components
- Job outcomes (e.g., pay, promotions)
- Valence - attractiveness of the outcomes to employees
- Instrumentality - strength of belief that performance results in outcome attainment
- Expectancy - strength of belief that effort will result in successful performance
- Force - amount of pressure within the person to be motivated
- Function of Goals
- basis of motivation
- direct behavior
- For goals to be effective
- Factors that influence effectiveness of goal setting
- goals must be specific
- goals should be difficult but attainable
Herzberg’s Two Factor Theory - Hygiene Factors
- salary
- company policy
- physical facilities
- administration
- working conditions
- co-worker relations
- Motivators
- challenge
- autonomy
- advancement
- recognition
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