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• 1.
  MOTIVATION Chapter 13
• 2.
  HOW DO HUMANSNEED INFLUENCE MOTIVATION TO WORK?  Motivation accounts for the level, direction, and persistence of effort expanded at work  Maslow described a hierarchy of needs topped by self- actualization  Need – unfulfilled psychosocial or psychological desire  Lower order needs – physiological, safety and social needs in Maslow’s hierarchy  Higher-order needs are esteem and self-actualization needs in Maslow’s hierarchy
• 4.
   Alderfer’s ERGtheory deals with existence, relatedness and growth needs  Existence needs – desires for physiological and material well-being  Relatedness needs – desires for satisfying interpersonal relationships  Growth needs – desires for continued physiological growth and development
• 5.
   McClelland identifiedacquired needs for achievement, power and affiliation  Need for achievement – desire to do something better, to solve problems or to master complex tasks  Need for power – desire to control, influence, or be responsible for other people  Need for affiliation – desire to establish and maintain good relations with people
• 6.
   Hezberg’s two-factortheory focuses on higher-order need satisfaction  Satisfier factor – found in job content such as a sense of achievement, recognition, responsibility, advancement, or personal growth  Hygiene factor – found in the job context, such as working conditions, interpersonal relations, organization policies, and salary
• 8.
   The CoreCharacteristics model integrates motivation and job design  Job design – allocation of specific work tasks to individual and groups  Job enrichment – increases job content by adding work planning and evaluating duties normally performed by the supervisor
• 11.
  HOW DO THOUGHTPROCESSES AND DECISIONS AFFECT MOTIVATION TO WORK?  Equity theory explains how social comparisons motivate individual behavior  Perceived negative inequity – discomfort felt over being harmed by unfair treatment  Perceived positive inequity – discomfort felt over benefiting from an unfair treatment
• 13.
   Expectancy theoryconsiders Motivation = Expectancy x Instrumentality x Valence  Expectancy – the person’s belief that working hard will result in high task performance  Instrumentality – person’s belief that various outcomes will occur as a task or performance  Valence – the value a person assigns to work-related outcomes  Self-efficacy – person’s belief that they are capable of performing a task
• 15.
   Goal setting theory shows that well-chosen and well-set goals can be motivating
• 16.
  HOW DOES REINFORCEMENTINFLUENCE MOTIVATION TO WORK?  Operant conditioning influences behavior by controlling its consequences  Law of effect – states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not  Operant conditioning – control of behavior by manipulating its consequences
• 18.
   Positive reinforcement – strengthens behavior by making a desirable consequence contingent on its occurrence  Negative reinforcement - strengthens behavior by making an avoidance of undesirable consequence contingent on its occurrence  Punishment – discourages a behavior by making an unpleasant consequence contingent on its occurrence  Extinction – discourages a behavior by making an the removal of a desirable consequence contingent on its occurrence
• 19.
   Positive reinforcementconnects desirable behavior with pleasant consequences  Shaping – positive reinforcement of successive approximations to desired behavior  Law of contingent reinforcement – deliver the reward only when desired behavior occurs  Law of immediate reinforcement – deliver the reward as soon as possible after the desired behavior occurs
• 21.
   Punishment connects undesirable behavior with unpleasant consequences