Motivation: Theory

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Motivation Theory Practice
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Lesson Objective

• Theories of Motivation
• The Role of Money

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Content Theories

• Maslows Hierarchy of Need
• Alderfers ERG Theory
• McClellands Need for Achievement
• Herzbergs Two Factor Theory

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Theories of Motivation

• Content Theories
• Identifies a list of things that motivate
  behavior
• Process Theories
• Identifies how behavior is initiated, sustained,
  and terminated.

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Maslow
Self- Actualization
Esteem
Affiliation
Security
Physiological
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Maslow

• A satisfied need ceases to motivate behavior
• Several needs affect a persons behavior at any
  one time
• Lower level needs must be satisfied before higher
  level needs are activated
• More ways to satisfy higher level needs than
  lower level needs

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Maslow
Fulfillment off the Job
Fulfillment on the Job
Need Hierarchy
Opportunities for training, advancement, growth,
and creativity
Education, religion,hobbies personal growth
Self-Actualization Needs
Esteem Needs
Recognition, high status, increased
responsibilities
Approval of family, friends, community
Belongingness Needs
Work groups, clients,coworkers, supervisors
Family, friends, community groups
Safety Needs
Safe work,fringe benefits, job security
Freedom from war, pollution, violence
Food, water, shelter
Physiological Needs
Heat, air, base salary
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Alderfer
ERGTheory
Needs HierarchyTheory

• Alderfers model has three sets of needs
  conceptualized as a continuum.
• Adds frustration-regression process to Maslows
  model
• Somewhat more research support than Maslows
  theory

Self- Actualization
Growth
Esteem
Belongingness
Relatedness
Safety
Existence
Physiological
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McClelland

• nAch - Need for achievement
• nPow - Need for Power
• nAff - Need for Affiliation
• entrepreneurs
• managers
• Social

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Herzberg

• Hygiene Factor
• Working conditions, salary, wages, co-workers,
  job security, vacation days, sick days, health
  insurance. (Context)

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Herzberg

• Motivators
• The job itself, achievement, recognition,
  responsibility. (Content)

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Process Theories

• Vrooms VIE
• Adams Equity
• Lockes Goal Setting Theory

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Vroom

• Valence perceived value of reward
• Instrumentality perceived relationship between
  behavior and outcomes
• Expectancy belief that effort will lead to
  performance

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Vroom
Outcome 1 or -
Outcome 2 or -
Outcome 3 or -
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Vroom

• Increasing the E-to-P expectancy
• training, selection, resources, clarify roles,
  provide coaching and feedback
• Increasing the P-to-O expectancy
• Measure performance accurately, clarify outcomes,
  explain how rewards are based on past
  performance, provide examples
• Increasing outcome valences
• Use valued rewards, individualize rewards,
  minimize countervalent outcomes

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Adams

• Outcomes vs. Inputs
• Relevant Other
• Inequity is stress. Stress is Motivation

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Adams
Comparison Other
You
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Adams
Individual perceives inequality
Individual experiences tension
Individual wants to reduce tension
Individual takes action
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Adams Dealing with Perceived Inequity

• Actually change inputs
• Actually change outcomes
• Mentally distort inputs or outcomes
• Leave organization or transfer to another
  department
• Change the reference group
• Distort others inputs or outcomes

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Locke

• Goal Setting Theory
• Goals effect intentions
• Goals are Specific, Difficult, Accepted

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Locke
Task Effort
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Locke
High
Area of Optimal Goal Difficulty
Task Performance
Low
Moderate
Challenging
Impossible
Goal Difficulty
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Money And Motivation

• Valence
• Stability
• Effect on Performance
• Primary vs. Secondary