Reminder

Group introduction card due Now.

No class next Tuesday, Oct. 1. (public

holiday)

Chapter 5
Foundations of Employee
Motivation Part 1
Jing Zhu
Fall 2013

Learning Objectives

Basic concepts

Major theories of motivation

Basic concepts

What is motivation?

energy a person is willing to devote (Wagner

& Hollenbeck, 2010)

How do we measure / observe motivation?

Direction: Towards a goal

Intensity: Level of effort
Persistence: Amount of time (duration)

E.g., Group project

Is money alone enough to motivate

employees?
What are the limitations of using
monetary rewards?

Motivation Theories

Major theories

Need-based theories

Maslow hierarchy of needs theory

Four drive theory

Reinforcement theory (Operant

conditioning)

Expectancy theory

Goal Setting theory

Equity theory

Maslows Needs Hierarchy

Theory

Maslows Needs
Hierarchy Theory

Hierarchy of five needs

Lower-order needs:

Physiological, Safety, Social

Higher-order needs:

Esteem, and self-actualization

Maslows Needs
Hierarchy Theory

Holistic

Integrative view of needs

Lowest unmet need has strongest effect,
when lower need is satisfied, next higher
need becomes the primary motivator

Maslows Needs
Hierarchy Theory

Humanistic

Responses to higher needs are influenced

by social dynamics, not just instinct

Maslows Needs
Hierarchy Theory

Positivistic

Pay attention to gratification, not just

deficiencies
Deficiency needs vs. growth needs

Maslows Needs
Hierarchy
Theory
Deficiency needs

Activated when unfulfilled

Physiological, safety, Love/Belonging,
Esteem

Growth need

Continues to develop even when

fulfilled
Self-actualization

Maslows Needs
Hierarchy
Theory

Self-actualization

The drive to become what

one is capable of becoming

13

How can an
employer/supervisor satisfy
these employee needs?

Maslows Needs Hierarchy

Theory - Leadership
Implications

Management decision may be ineffective

because

1. They operate at a different level (higher or

lower) than current unmet needs of employees

2. Certain need fulfillment may not enhance

motivation

3. Causes of failures may be traced to

need/practice mismatches

Maslows Needs Hierarchy

Theory

What is its contribution?

Spiritual father of humanistic movement

Bring back the human side of individuals
behavior (against the mechanistic view)

What are the major criticisms

Lack of scientific support

Categories of needs not exhaustive
Needs may change with situation and time
Primary needs are not always lowest in the
hierarchy
Needs hierarchy might vary from one person to
the next (not universal)

Four-Drive Theory

Innate and hardwired: everyone has

them

Independent of each other: no hierarchy

of drives

More complete set: no drives are

excluded from the model

Four-Drive Theory
Drive to
Acquire

Need to take/keep objects and

experiences
Basis of hierarchy and status

Need to form relationships and

social commitments
Drive to Bond
Basis of social identity

Need to satisfy curiosity and

Drive to Learn resolve conflicting information
Basis of self-actualization

Drive to
Defend

Need to protect ourselves

A reactive (not proactive) drive
Basis of fight or flight

Reinforcement theory

Remember the followings?

Operant conditioning (A-B-C model)

Learning by building connections

between behaviors and consequences

Behavior
increases/
maintained

Consequence
introduced

Consequence
removed

Positive
reinforcement

Negative
reinforcement

Behavior
decreases

Pigeon Pack-Turn

Punishment

No
consequence

Extinction

Intrinsic / Extrinsic
motivation
Extrinsic motivation

e.g., I study because I want to get a good

grade because my parents would give me
$200 for every A that I get

Intrinsic motivation
e.g., I study because I want to learn more
because I want to understand how to predict
and influence peoples behavior

Intrinsic Motivation

Employees are intrinsically motivated when they genuinely

care about their work, look for better ways to do their
work, and are energized and fulfilled by doing it well.

How to achieve intrinsic motivation?

Choice

Competence/accomplishment

Meaningfulness

Progress

Intrinsic motivation is positively related to job satisfaction

and performance.

Expectancy Theory of
Motivation

Rational decision model of employee

motivation

Work effort is directed toward behaviors

that
people believe will lead to desired outcomes

We consider alternatives, weigh costs and

benefits, and choose actions with maximum
utility

Expectancy Theory of
Motivation
___________
E-to-P
Expectancy

___________
P-to-O
Expectancy

___________
Outcome
Valences

Outcome 1
+ or -

Effort

Performance

Outcome 2
+ or -

Outcome 3
+ or -

Putting Expectancy Theory

into Practice

How to increase E-to-P expectancies?

How to increase P-to-O expectancies?

How to increase outcome valences?

Increasing E-to-P
Expectancy

Increasing P-to-O
Expectancy

Increasing Outcome
Valences

Expectancy theory has

a lot of empirical
support

Prepare for Next Class

Literature search workshop next

Thursday, Oct. 3.

Bring your computer

Prepare a list of questions on group project

Continue to Read Chapter 5

Read West Indies Yacht Club case