Theories of Motivation
Work Motivation
• Definition
– Internal State that directs individuals to certain
goals and objectives
• Not directly observable
• Inferred from behavior
– variability in behavior is not result of
» differences in ability
» situational (environmental) factors
Work Motivation
• Theories of Work Motivation
– Internal (Content) Theories
• Identify factors within an individual that energize,
direct, sustain, and stop behavior.
– External (Process) Theories
• Describe how personal and situational
(environmental) factors interact and influence each
other to produce certain kinds of behavior
MASLOW’S HIERARCHY OF NEEDS
ACTUALIZATION
ESTEEM
SOCIAL
SAFETY
PHYSICAL
McClelland’s Learned Needs
• Need for Achievement
– a need to accomplish goals, excel, and
strive continually to do things better.
• Need for Affiliation
– desire for friendly and close interpersonal
relationships
– affiliative interest
– affiliative assurance
• Need for Power
– the need to influence and lead others and
be in control of one’s environment
– socialized power
– personalized power
Equity Theory
–We are motivated by perceived inequity
(unfairness)
–Perceived inequity creates a state of “unpleasant”
tension that we are motivated to reduce
–How do we perceive inequity (unfairness)?
–According to Adams, inequity is perceived when
our perception of the ratio of our Inputs to Outputs
is different from that of a comparison other .
Reducing Inequity
• Change your inputs
• Change your outputs
• Change your comparison other
• Alter your perceptions
Expectancy Theory (Vroom,
1964)
• Five Components
– Job outcomes (e.g., pay, promotions)
– Valence - attractiveness of the outcomes to
employees
– Instrumentality - strength of belief that
performance results in outcome attainment
– Expectancy - strength of belief that effort will
result in successful performance
– Force - amount of pressure within the person
to be motivated
Goal Setting Theory
• Function of Goals
– basis of motivation
– direct behavior
• For goals to be effective
– individuals must be aware of goals
– must accept the goals
• Factors that influence effectiveness of goal setting
– goals must be specific
– goals should be difficult but attainable
Herzberg’s Two Factor Theory
Hygiene Factors
salary
company policy
physical facilities
administration
working conditions
co-worker relations
Motivators
challenge
autonomy
advancement
recognition