CHAPTER 8.

MOTIVATION

NỘI DUNG KIẾN THỨC

1. Definitions
2. Types of motivation
3. Benefits of motivation
4. Motivation theories
- Maslow’s Hierachy of Needs
- Alderfer’s ERG Theory
- McClelland’s 3-need Theory
- Herzberg’s 2-factor Theory
- McGregor’s Theory X and Y
- Adams’s Equity Theory
- Vroom’s Expectancy Theory

CHI TIẾT BÀI GIẢNG VÀ BÀI TẬP TRÊN LỚP

1. DEFINITION

E1. FILL IN THE BLANK

Motivation is a _____ (1) in which individual _____ (2) are energized, ______ (3) and
reinforced.

2. TYPES OF MOTIVATION
- There are 2 types of motivation:
+ Intrinsic motivation—are related to job satisfaction
—motivated by internal desire for its own sake
E.g. Staying longer at work because you believe in your work.
+ Extrinsic motivation—are associated with job satisfaction
—motivated by external factors (rewards/ avoid unexpected outcome)
E.g. Working extra hard because you want to become the employee of the month.
- Work motivation
- Motivation formula: P=M*A*O

E2. FILL IN THE BLANK

1. Work motivation includes ______ (1) of behaviors, level of _____ (2) and level of ______
(3).
2. According to researchers,_______ (1) + ______ (2) = Outputs
3. According to other researchers, P=M*A*O. What each letter stands for?
__________________________________________________________________________
__________________________________________________________________________

3. BENEFITS OF MOTIVATION
- For individuals: Motivated  Higher performance and productivity  Promotion, higher salary
- For managers: Motivating staffs  Higher team performance + Good relationships with members
 Build a dynamic and strong team
 - For organizations: Motivation  High productivity and performance
 Strong, committed workforce (contribution, engagement, loyalty)
4. MOTIVATION THEORIES
a. HIERARCHY OF NEEDS (Maslow)
- Needs appear one by one, from lower to higher.
- When a need is fulfilled, it is no longer a motivator.
- Drawback of this theory:
+ It implies that higher needs will not appear if
lower needs are not satisfied.
+ In fact, sometimes higher need may appear
even when lower needs are not satisfied.
+ Example: A war journalist risked his life (safety)
for truth and humanity (self-actualization).

E3. FILL ONE WORD IN THE BLANK.

1. For Maslow, needs appear one by one from the _____ (1) to the ______ (2).
2. For Maslow, when a need is satisfied, it is no longer a _______ (3).

E4. FOR MASLOW, WHICH NEED IS THIS?

1. Mary wants to get married. _______________________
2. Peter wants to buy insurance. _______________________
3. Paul wants to have good marks. _______________________
4. David wants to take a nap. _______________________
5. Daisy wants to be promoted. _______________________
6. Britney wants to have more power. _______________________
7. Tom wants to have good relationship. _______________________
8. Hannah wants to buy a new house in a low criminal area. _______________________
9. Andrew wants to improve his skills and ability. _______________________
10. Lana wants to have lunch. _______________________

b. ERG THEORY (Alderfer)

- ERG Theory fixes the aforementioned drawback by
categorizing the hierarchy into 3 types of need:
+ E – Existence needs: Physiological + Safety
+ R – Relatedness needs: Social + Extrinsic Esteem
+ G – Growth needs: Intrinsic Esteem + Self-
actualization
- More than one need can appear simultaneously.
- If the fulfillment of a higher-level need is subdued,
there is an increase in desire for satisfying a lower-
level need.
 E5. COMPARE HIERARCHY OF NEEDS AND ERG THEORY
HIERARCHY OF NEEDS ERG THEORY
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________
____________________________________ ____________________________________

c. 3-NEED THEORY (McClelland)

Self-
actua
lizati Needs for Archievement (nArch)
on
Esteem
Needs for Power (nPow)
Social
Needs for Affliation (nAff)
Safety

Physiology

- People with high nPow get promotion quickly.

- People with high nArch have good performance.
- People with high nAff have good relationship.

d. 2-FACTOR THEORY (Herzberg)

- Herzberg’s two-factor theory proposes that:
+ Intrinsic factors are related to job
satisfaction
+ Extrinsic factors are associated with job
dissatisfaction
- Hygiene Factors: Factors that eliminate job
dissatisfaction but don’t motivate.
- Motivators: Factors that increase job
satisfaction and motivation
 Maslow’s Hierachy of Alderfer’s ERG Theory McClelland’s Three-Need Herzgerb’s Two-Factor
Needs Theory Theory
Self-Actualization Need for Achievement Motivators
Growth needs (nAch)
Relatedness need
Esteem Need for Power (nPow)
Social Need for Affiliation (nAff) Hygiene factors
Safety Existence needs
Physiological

E6. WHICH IS INCLUDED IN HYGIENE FACTORS AND MOTIVATORS?

1. Salary _______________________
2. Relationship with co-workers _______________________
3. Recognition _______________________
4. Security _______________________
5. Promotion _______________________
6. Canteen _______________________
7. Responsibility _______________________
8. Improvement _______________________
9. Insurance _______________________
10. Working hours _______________________

E7. FILL IN THE BLANKS

1. If Hygiene factors are NOT provided, employees will feel _______.
2. If Hygiene factors are provided, employees will feel _______.
3. If Motivators are NOT provided, employees will feel _______.
4. If Motivators are provided, employees will feel _______.

e. THEORY X AND Y (McGregor)

- T h e o r y X i s a n e
avoid responsibility, and need to be closely
controlled to work effectively.
- T h e o r y Y i s a p
exercise self-direction.
f. EQUITY THEORY (Stacey Adams)
- People often compare what they get from a
job (outcomes) in relation to what they put
into it (inputs); and then compare their
inputs-outcomes ratio with that of the
relevant others.

E8. WHICH IS INCLUDED IN HYGIENE FACTORS AND MOTIVATORS?

1. According this theory, people often compare what with what?
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

2. What can motivate people in this theory?

_________________________________________________________________________

3. How many situations can be? What are they?

_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
4. What should managers do to motivate employees?
_________________________________________________________________________

g. EXPECTANCY THEORY (Victor Vroom)

- An individual tends to act in a certain way, based on:
+ The expectation that the act will be followed by a given outcome
+ The attractiveness of that outcome to the individual
- People often expect 2 things:
+ Effort  Specific performance
+ With that performance  Attractive rewards
- The Expectancy model includes three variables or relationships:
(1) Expectancy or
Effort- Performance
linkage is the
probability
perceived by
the individual that
exerting a given amount
of effort will lead to a
certain level of performance.
(2) Instrumentality or Performance-Reward linkage is the degree to which the individual believes
that performing at a particular level is instrumental in attaining the desired outcome.
 (3) Valence or attractiveness of reward is the importance that the individual places on the
potential outcome or reward that can be achieved on the job. Valence considers both the goals
and needs of the individual.
- Motivation Force = Valence x Instrumentality x Expectancy
(MF) (V) (I) (E)

E9. WHICH IS INCLUDED IN HYGIENE FACTORS AND MOTIVATORS?

1. According to this theory, a person tries his/her best to do something because he/she
expects what?
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
2. What can motive people according to this theory?
_________________________________________________________________________
_________________________________________________________________________
Đáp án bài tập:
E1.
(1) process (2) efforts (3) directed
E2.
1. (1) direction (2) effort (3) persistance
2. (1) motivation (2) performance
3. Performance = Motivation * Ability * Opportunity
E3.
(1) Lower/lowest/bottom
(2) Higher/highest/top
(3) Motivator
E4.
1. Mary wants to get married. 🡪 SOCIAL NEEDS.
2. Peter wants to buy insurance. 🡪 SAFETY NEEDS
3. Paul wants to have good marks. 🡪 SELF-ACTUALIZATION NEEDS
4. David wants to take a nap. 🡪 PHISIOLOGICAL NEEDS
5. Daisy wants to be promoted. 🡪 ESTEEM NEEDS
6. Britney wants to have more power. 🡪 ESTEEM NEEDS
7. Tom wants to have good relationship. . 🡪 SOCIAL NEEDS.
8. Hannah wants to buy a new house in a low criminal area.  SAFETY NEEDS
9. Andrew wants to improve his skills and ability. 🡪 SELF-ACTUALIZATION NEEDS
10. Lana wants to have lunch. 🡪 PHISIOLOGICAL NEEDS
E5.
HIERARCHY OF NEEDS ERG THEORY
Both theories talk about needs and motivation
Needs are catergorized into 5 types Needs are categorized into 3 types
 Physiological needs  Existence needs – Including physiological needs
 Safety needs and Safety needs
 Social needs  Relatedness needs – Including Social needs and
 Esteem needs extrinsic components of Esteem needs
 Self-actualization needs  Growth needs – Including intrinsic components
of Esteem needs and Self-actualization needs
Needs appear one by one so that at one moment Needs can apear more than one at one moment.
one person has only one need.

E6.
1. Salary HYGIENE FACTORS
2. Relationship with co-workers HYGIENE FACTORS
3. Recognition MOTIVATORS
4. Security HYGIENE FACTORS
5. Promotion MOTIVATORS
6. Canteen HYGIENE FACTORS
7. Responsibility MOTIVATORS
8. Improvement MOTIVATORS
9. Insurance HYGIENE FACTORS
10. Working hours HYGIENE FACTORS
E7.
1. dissatisfied
2. undissatisfied (OK)
3. undissatisfied (OK)
4. satisfied
E8.
1. Outcomes vs. Inputs
Their ratio vs. Others’s ratio
What they give vs. What they get
2. Fairness
3. 3 situations of Inequity (underrewarded),
Equity and Inequity (overrewarded) as in the
picture.
4. Give outcomes equal to inputs

E9.
1. There is a positive correlation between efforts and performance (high efforts  high performance).
Favorable performance will result in a desirable reward (High performance will be rewarded).
2. All leaders should know what employees’ expectation to motivate them by providing attractive
rewards.