Motivation

Concepts
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Defining Motivation
Key Elements
1. Intensity: how hard a person tries
2. Direction: toward beneficial goal
3. Persistence: how long a person tries
Motivation
The processes that account for an individuals
intensity, direction, and persistence of effort toward
attaining a goal.
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Hierarchy of Needs Theory (Maslow)
Hierarchy of Needs Theory
There is a hierarchy of five
needsphysiological, safety,
social, esteem, and self-
actualization; as each need is
substantially satisfied, the next
need becomes dominant.
Self-Actualization
The drive to become what one is capable of becoming.
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Maslows Hierarchy of Needs
Lower-Order Needs
Needs that are satisfied
externally; physiological
and safety needs.
Higher-Order Needs
Needs that are satisfied
internally; social, esteem,
and self-actualization
needs.
E X H I B I T 61
64
Assumptions of Maslows Hierarchy
Movement up the Pyramid
Individuals cannot move to the next higher level until
all needs at the current (lower) level are satisfied.
Maslow Application:
A homeless person
will not be motivated to
meditate!

Individuals therefore
must move up the
hierarchy in order.
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Theory X and Theory Y (Douglas McGregor)
Theory X
Assumes that employees dislike
work, lack ambition, avoid
responsibility, and must be
directed and coerced to perform.
Theory Y
Assumes that employees like
work, seek responsibility, are
capable of making decisions,
and exercise self-direction and
self-control when committed to
a goal.
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Theory X
Managers See Workers As
Disliking Work
Avoiding Responsibility
Having Little Ambition

Theory Y
Managers See Workers As

Enjoying Work
Accepting Responsibility
Self-Directed
67
Two-Factor Theory (Frederick Herzberg)
Two-Factor (Motivation-Hygiene) Theory
Intrinsic factors are related to job satisfaction,
while extrinsic factors are associated with
dissatisfaction.
Hygiene Factors
Factorssuch as company policy
and administration, supervision,
and salarythat, when adequate
in a job, placate workers. When
factors are adequate, people will
not be dissatisfied.
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Two-Factor Theory (Frederick Herzberg)
Bottom Line: Satisfaction and Dissatisfaction are
not Opposite Ends of the Same Thing!
Separate constructs
Hygiene Factors---
Extrinsic & Related to
Dissatisfaction

Motivation Factors---
Intrinsic and Related to
Satisfaction
Hygiene
Factors:
Salary
Work
Conditions
Company
Policies
Motivators:
Achievement
Responsibility
Growth
Chapter 6
Herzbergs Two-Factor Theory
Hygiene Factors Motivational Factors
Quality of supervision
Rate of pay
Company policies
Working conditions
Relations with others
Job security
Career Advancement
Personal growth
Recognition
Responsibility
Achievement
High High Job Dissatisfaction Job Satisfaction
0
610
David McClellands Theory of Needs
nAch
nPow
nAff
Need for Achievement
The drive to excel, to achieve
in relation to a set of
standards, to strive to
succeed.
Need for Affiliation
The desire for friendly
and close personal
relationships.
Need for Power
The need to make others
behave in a way that they
would not have behaved
otherwise.
611
Reinforcement Theory
Assumptions:

Behavior is environmentally caused.

Behavior can be modified (reinforced) by
providing (controlling) consequences.

Reinforced behavior tends to be repeated.
Argues that behavior is a function of its
consequences.
612
Equity Theory
Referent
Comparisons:
Self-inside
Self-outside
Other-inside
Other-outside
Equity Theory
Individuals compare their job inputs and outcomes
with those of others and then respond to eliminate
any inequities.
613
Equity Theory (contd)
E X H I B I T 67
614
Equity Theory (contd)
Distributive Justice
Perceived fairness of the
amount and allocation of
rewards among individuals.
Procedural Justice
The perceived fairness of
the process to determine
the distribution of
rewards.