Motivation

Definition of Motivation
• The force that energizes, directs and sustains
behavior
Is it a feeling?
Theories/Models of Motivation
 Needs Theories
• Focus on human needs
• Basic argument is that we are motivated to
meet these needs
• Work system that takes into account these
needs will succeed
 Basic Needs Theories
• Marslow Hierarchy

Self actualized Needs

Esteem Needs

Social Needs

Safety Needs

Physiological Needs
 Basic Needs Theories
Marslow Hierarchy Alderfer’s ERG
Theory
Self actualized Needs
Growth Needs
Esteem Needs
Relatedness Needs
Social Needs

Safety Needs
Existence Needs
Physiological Needs
 Exercise
• How does the basic needs framework
translate into organizational practice?
• How does an organization meet each of the
basic needs?
McClelland’s Achievement Motivation
Theory
• Focuses more specifically on work motivation
• 3 motivators
– Achievement
• Success
– Power
• influence
– Affiliation
• Acceptance
• Belonging
Behavior-based Theories of
Motivation
 Reinforcement Theory
• Reinforcement
– Positive
– Negative

• Punishment
– Positive
– Negative
 Contrast
• Incentive contrast
– How different is it from previous incentives
• Positive incentive contrast
– Increase in amount/value
• Negative incentive contrast
– Decrease in amount/value

• Hedonic contrast
– Increase or decrease in pleasure that reward brings

• Deprivation
– Increases perceived value
 Continuum from Extrinsic to Intrinsic
Motivation
• Extrinsic
– Regulated by rewards/punishment
• Introjected
– Internalize external reasons
• Identified Regulation
– Identifies outcome as valuable because it leads to self
improvement
• Integrated Regulation
– Behavior seen as consistent with self concept
• Intrinsic
– Pleasure derived from behavior itself
• Extrinsic
– I study because I want to get an A
• Introjected
– I study because I want to get an A so that I will feel proud
• Identified Regulation
– I study because I want to become a good psychologist
• Integrated Regulation
– I study because I am a hardworking person
• Intrinsic
– I study because I enjoy the subject
 Goal Setting Theory
• Goals lead to motivation among workers
• Effective goals need to have following
characteristics
– Clear
– Specific
– Attainable
– quantifiable
• Further characteristics of effective goals
– Challenging
– Worker participation in goal setting process
– Benchmarking
Job Design Theories
 Herzberg’s Two Factor Theory
• Motivators • Hygienes
• When present leads to • When absent leads to
satisfaction dissatisfaction

• Responsibility • Policy and administration

• Achievement • Supervision
• Recognition • Interpersonal relations
• Content of work • Working conditions
• Advancement • Salary
• Growth
 Job Characteristics Model
• 3 psychological states that enable motivation
– Perceive work as meaningful
– Feel sense of responsibility for the job
– Aware of results of work efforts

• 5 core job characteristics

– Skill variety
– Task identity
– Task significance
– Autonomy
– Feedback
Cognitive Theories of Motivation
 Equity Theory
• The need to perceive that they are being fairly
treated
• Input-outcome ratio
• Underpayment equity
– Perception that inputs greater than outcome

– Inbalance addressed by:

• Increasing outcomes
• Decreasing inputs
• Changing comparison other
• Leave
• Overpayment equity
– Perception that outcomes exceed input

– Inbalance addressed by:

• Increasing inputs
• Changing comparison others
• Distort situation
Expectancy Theory of Motivation (VIE)
• 3 core components
– Valence
• Desirability of outcome
• Weight of reinforcement
– Instrumentality
• Perceived link between performance and outcome
– Expectancy
• Perceived link between effort and performance
 VIE Model

EFFORT Performance Outcome

Expectancy Instrumentality

Valence