PSY 305 CHAPTER 9 – Work Motivation

Performance = Mo#va#on x Ability x Environment

Extrinsic •originates from outside the individual
Motivation •exmp. pay as an incentive

Intrinsic •originates from inside the individual such that Gamifica#on: refers to using game-based mechanics and game thinking
engage iin behavior that is personally rewarding
Motivation •exmp. enjoyment of the work itself
to engage people, mo>vate ac>on, promote learning, and solve problems

Theories of Motivation

PROCESS-BASED THEORIES (cognitive

NEED BASED THEORIES APPLICATION BASED THEORIES
component)

Organizational Expectancy Goal Setting Job

Hierarchy of Two-factor Equity Theory Characteristics Reinforcement Compensation
Needs Self- Justice Theory Theory (VIE) Theory and Incentives
ERG theory Theory/ Acquired Needs Theory
*Abraham Determination
*Clayton Alderfer Motivator Theory
Maslow Theory
Hygiene Theory most studied
how and best Skinners not a theory
what motivates Skill variety
individuals supported operant
fairness of people to
compare conditioning
1.Need for outcomes behave one way
themselves to vs another what
Achievement: others when best to set motivates you
1. Existence wanting to assesing Task Identity
difficult and behavior that at work?
2. Relatedness. excel and fairnes
self actualization, 3. Growth 1.Hygiene specific goals is reinforced
succeed motivation can doing sth
esteem, social, Factors: be framed on a Expectancy (E): tends to be
security, Distributive Task repeated meaningful
do not motivate continuum Significance 29%
physiological extrinsic to Justice:
when present but 2.Need for *inputs: things effort>performa Autonomy
needs intrinsic SMART goals
reduce Power: a person brings perceived nce
nonlinear motivation if not motivation and fairness of the (spesific,
wanting to money 25%
manner met contributes to actual measurable, Positive
influence other attaintable, Feedback
and make an the situation outcome of Reinforcement
adecision to Intrumentality(I): relevant, time-
impact bound)
make decisions recognition
*outputs: 17%
things a person performance>out
come Negative
3.Need for gets from the Reinforcement
lower (basic) Affiliation: organization Procedural growth needs
needs must be wanting to Justice: strength (GNS)
met before 2.Motivator Valence(V): Goal
Factors: have perceived
higher level friendships, to Commitment Punishment
fairness of degree to
needs do motivate if feel accepted, polices and which
(fulfillment they are present and to engage Equity guidlines to outcome is
progression) with others Sensitives: - make decisions valued
Benevolents - Extinction
Job Redesign:
Equity 3 concepts
1.Job Rotation
Sensitives - managers find related to the
Each individual Interpersonal 2.Job
Entitleds the theory theory: self-
have a Justice: Enlargement
useful to regulation, Reinforcement
dominant need perceived 3.Job
diagnose why self-efficacy, schedules:
fairness of how Enrichment
an employee goal
people are may lack orientation continuous,
treated within motivation fixed ratio,
have most
the fixed interval,
consistent
organization variable ratio
empirical
support