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Terms in this set (29)Motivation Forces from within individuals that stimulate and drive them to achieve goals. Is based on different needs and the behavioral outcomes of those needs A process by which behavior is energized (we're willing to work hard), directed (we've chosen what to work at), and maintained (we intend to work for some period of time to achieve objectives). Motivation Process Shaped by unsatisfied needs and the resulting tension, drives-->goal oriented behaviors-->goal attainment need satisfaction-->reduction of tension Two Categories of Needs Motivation Theories Content Theories and Process Theories Content Theories Explain why people have different needs at different times and how these needs motivate behavior 1. Maslow's Hierarchy of Needs Process Theories Describe the cognitive processes through which needs are translated into behavior 1) equity theory Hierarchy of Needs Theory People are motivated by their desire to satisfy specific needs, and that needs are arranged in a hierarchy with physiological needs at the bottom and self-actualization needs at the top Based on the belief that successfully accomplishing the lower-level needs leads to the achievement of higher-level needs such as gaining confidence, self-esteem, and finally self-actualization ERG Theory People are motivated by three categories of needs arranged in the form of a hierarchy Existence Needs: similar to Maslow's physiological and safety needs Relatedness Needs: comparable to Maslow's love/belonging needs Growth Needs: bear similarities to Maslow's esteem needs and self-actualization needs Instead of satisfying needs one step at a time (aka Maslow), we can satisfy different levels in any order or even at the same time depending on circumstances Herzberg's Two-Factor Theory aka Motivation-Hygiene or Dual Theory The impact of motivational influences on job satisfaction 1) Hygiene factors Hygiene Factors Sources of job satisfaction such as salary, status, and security First step to employee satisfaction is eliminating poor hygiene factors Eliminating poor hygiene factors will reduce job dissatisfaction, but not increase job satisfaction. That's where the motivators come in!! Motivators Sources of job satisfaction such as achievement, recognition, and responsibility Effective motivators lead to a highly stimulated, motivated workforce Acquired Needs Theory Our needs are shaped over time and formed by our experiences and cultural background. Needs fall into three main categories: Need for Achievement
The desire to excel; the need to perform well against a standard of excellence Need for Affiliation Desire to belong to a group and to be liked; need to be liked and to stay on good terms with most other people Need for Power Desire to control and influence the behavior of others Institutional Power: power exerted for the good of the organization and its employees Personal Power: power focused on controlling an manipulating others for personal gain Equity Theory Motivation is based on our perception of how fairly we are being treated in comparison with others. We perceive fairness on the ratio O/I, aka outcomes (recognition, pay, status) divided by inputs (effort, experience, and ability) Perceived Inequity The sense of feeling under-rewarded or over-rewarded in comparison with others Referent Others People whose situation is comparable to their own. As long as the ratios between the two are similar, there's no problem Responding to Perceived Inequity 1.
Change inputs (put in less effort) Organizational Justice The perception of fairness in workplace practices Two main types: distributive and procedural Distributive Justice The degree to which people think outcomes are fairly allocated (does equal work=equal outcomes?) as long as the endpoint is fair
Procedural Justice The degree to which people perceive the implementation of company policies and procedures to be fair (are some workers exempt from policies? Some workers not punished for tardiness but others are??) as long as the process if fair Goal-Setting Theory Human performance is directed by conscious goals and intentions Employees are motivated by clear goals accompanied by appropriate feedback Direct Effects of Goals: motivate and energize us, helping to achieve objectives Indirect Effects of Goals: encourage us to use cognitive skills such as planning and strategizing to attain goals Characteristics of Goals Specific, difficult (high but not unreasonably difficult), employees accept and commit to them, and are accompanied by regular feedback Behavior Goals Short-term goals that provide employees with frequent feedback about their performance (proximal goals) Positioned further up the hierarchy than performance goals Performance Goals Long-term goals set into the future Expectancy Theory People will choose certain behaviors over others with the expectation of a certain outcome Describes motivation as a function of an individual's beliefs concerning effort-to-performance relationships (expectancy), work-outcome relationships (instrumentality), and the desirability of various work outcomes (valence) Expectancy The probability that the amount of work effort invested by an individual will result in a high level of performance "What's the probability that, if I work very hard, I'll be able to do a good job?" Instrumentality The probability that good performance will lead to various work outcomes "What's the probability that, if I do a good job, that there will be some kind of outcome in it for me?" Valence The value individuals place on work outcomes "Is the outcome I get of any value to me?" Recommended textbook solutions
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What is motivation theory?Motivation theory is the study of understanding what drives a person to work towards a particular goal or outcome. It's relevant to all of society but is especially important to business and management. That's because a motivated employee is more productive, and a more productive employee is more profitable.
Which of the following describes herzberg's two factor theory?Which of the following describes Herzberg's two-factor theory? This theory relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction.
What term below is defined as forces from within individuals that stimulate and drive them to achieve goals?Terms in this set (29)
Motivation. Forces from within individuals that stimulate and drive them to achieve goals.
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Which category describes the cognitive processes through which needs are translated into behavior?
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