CHAPTER 8

*Motivation

psychological processes that cause the arousal,

direction, and persistence of voluntary actions that
are goal directed

1)

Contrast Maslow's, Alderfer, And Mcclelland's Need

Theories.
*Two types of theories :

Physiological needs
Organizations must provide employees with a salary that
affords them adequate living conditions.
Sufficient opportunities to rest (e.g., coffee breaks) are
important for people to meet these needs.
Safety needs

Need for a secure environment that is free from threats

of physical or psychological harm.

Provide employees with safety equipment, life and health

insurance, and security forces.

Jobs that provide tenure and no-layoff agreements

provide a psychological security blanket that helps to
satisfy safety needs.
Social needs

have friends, to be loved and accepted by other people.

Exp : encourage participation in social events.

Esteem needs

A persons need to develop self-respect and to gain the

approval of others.

Companies may have award banquets to recognize

distinguished
achievements.
Giving
monetary
&
nonmonetary award & bonuses.

Important contributions continuously fulfill esteem needs.

Self-actualization is

The need to become all that one can be, to develop ones
fullest potential.

Alderfers ERG Theory:

Existence needs (E)

the desire for physiological and materialistic wellbeing;

Relatedness needs (R)

the desire to have meaningful relationships with

significant others
Growth needs (G)

the desire to grow as a human being and to use ones

abilities to their fullest potential
McClellands Need Theory:
Need for achievement

Desire to accomplish something difficult.

Share three common characteristics

A preference for tasks of moderate difficulty,

situations in which their performance is due to their
own efforts, and a desire for more performance
feedback on their successes and failures.
Need for affiliation

Spend more time maintaining social relationships, joining

groups, and wanting to be loved

Have a strong desire for approval and reassurance from

others, a tendency to conform to the wishes of others
when pressured by people whose friendships they value,
and a sincere interest in the feelings of others.
Need for power

Desire to Influence and direct others, coach, teach,

or encourage others to achieve.
*Therefore, managers should customize their reward and
recognition programs to meet employees varying needs.
2)

Explain The Practical Significance Of Herzberg's

Distinction Between Motivators And Hygiene Factors.

Hygiene factors are associated with job dissatisfaction

and are affiliated with the work context.
Motivators are associated with job satisfaction and are
affiliated with the content of the task being performed.

3)

Discuss The Role Of Perceived Inequity In Employee

Motivation.
Equity theory

Model of motivation people strive for fairness and justice

5)

in social exchanges

6)

Interactional Justice extent to which people feel fairly

treated when procedures are implemented.
Describe The Practical Lessons Derived From Equity
Theory.

Explain Vrooms Expectancy Theory And Review Its

Practical Implications., Racial And Ethnic, And Disability
Stereotypes
Expectancy theory

Holds that people are motivated to behave in ways that

produce desired combinations of expected outcomes.
Vrooms Expectancy Theory:

Motivation boils down to the decision of how much effort

to exert in a specific task situation.

4)

Explain the differences among distributive, procedural,

and interactional justice

*Organizational justice has three components:

Distributive Justice the perceived fairness

of how resources and rewards are distributed

Procedural Justice the perceived fairness of the process

and procedure used to make allocation decisions

*Managerial and Organizational Implications of Expectancy

Theory

8)

Review The Mechanistic, Motivational, Biological, And

Perceptual-Motor Approaches To Job Design.

7) Explain How Goal Setting Motivates An Individual.

Goal - What an individual is trying to accomplish .

Setting goals is an effective way of directing ones

attention and energy in a purposeful, focused way and
tends to result in higher performance and achievement.
Lockes Model of Goal Setting:

8-

Guidelines for SMART Goals :

Specific
Measurable
Attainable

Mechanistic approach is based on industrial engineering and

scientific management and focuses on increasing efficiency,
flexibility, and employees productive.
Motivational approaches aim to improve employee affective
and attitudinal reactions and behavior outcomes.
Job Design is changing process of a specific job to increase
job satisfaction and performance as Motivational strategies:

Job Rotation

Moving employees from one specialized job to

another.

Give employees greater variety in their work.

Exposed to various aspects of the business.

Advantage : work flexibility and easier scheduling

Job Enlargement (horizontal loading)

Putting more variety into a job by combining

specialized tasks of comparable difficulty.

Does not have a significant and lasting positive impact

on job performance.

Job Enrichment (vertical loading)

Practical application of Herzberg's motivator-hygiene

theory of job satisfaction and involves modifying a job
such that an employee has the opportunity to
experience achievement, recognition, stimulating
work, responsibility, and advancement.
Biological approach focuses on designing the work environment
to reduce employee physical strain, fatigue, and health
complaint.
The perceptual motor approach emphasizes the reliability of
work outcomes.

9)

Specify Issues That Should Be Addressed Before

Implementing Motivation Program.

Manager need to consider the variety of causes of poor

performance. Motivation is only one of several factors that
influence performance. Managers should not ignore the many
individual differences that affect motivation.The goals-setting
process should be consistent with 4 practical lessons from
goal-setting research. This method used to evaluate
performance as well as the link between performance and
reward must be checked. Performance must be accurately

Time bound

evaluated, and reward should be distributed fairly. Reward

should also be tied performance. Finally, manager should
recognize that employee motivation and behavior are influence
by organizational culture

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