WHY STUDY MOTIVATION?
Organizational behavior includes the study of behavior in the work environment. One
topic of interest to managers and researchers is work motivation. Attempts to categorize
work motivation theories fails because there is no single all-purpose theory that explains
all the factors involved in creating a working theory to include self-motivation, external
motivation, and the social aspects of human behavior. This is why it is so important to
study motivation as it applies to the work environment.
WHAT IS MOTIVATION?
In psychology, motivation refers to the initiation, direction, intensity and persistence of
behavior (Geen, 1995). Motivation is a temporal and dynamic state that should not be
confused with personality or emotion. Motivation is having the encouragement to do
something. A motivated person can be reaching for a long-term goal such as becoming a
professional writer or a more short-term goal like learning how to spell a particular word.
Motivation: Set of forces that cause behavior that is goal-directed.
Model of Motivation:
Need
Goal
An internal state of deprivation (such as not eating for six or more hours) results in a drop
in blood sugar (need). This creates a psychological interpretation of the need (e.g.,
hunger) or a "drive" causing an organism to focus its behavior on obtaining only the goal
that satisfies the need (e.g., food!). After eating, the need is eliminated and the drive is
reduced (at least for the time being).
Originally, motivation theorists studied physiological or internal reasons for motivation
(hunger, thirst, desire, etc.). Later they emphasized how behavior could be externally
motivated through the creation of needs created by an appealing or available goal.
Later motivation theorists (associated with the humanistic movement) distinguished
motivation common to animals and humans (based largely on needs related to survival)
from motivation unique to humans (for psychological growth and fulfillment).
Psychological "needs" are considered to be the product of experience rather than genetic
or biological factors, and are not necessary for survival in the sense of subsistence.
Two types of motivation:
● intrinsic – self generated factors (responsibility, freedom to act, scope to use and
develop skills and abilities, interesting and challenging work, opportunities for
advancement) – they have a deeper and longer-term effect
● extrinsic - what is done for people to motivate them (rewards, promotion,
punishment) – they have an immediate and powerful effect, but won’t necessarily last
long
Intrinsic vs. Extrinsic Motivation
Intrinsically Motivated Work Behavior: Behavior that is performed for its own sake (or
motivated by internal "needs").
Extrinsically Motivated Work Behavior: Behavior that is performed to acquire material or
social rewards or to avoid punishment (or motivated to obtain or avoid some "goal").
Intrinsic vs. Extrinsic Motives
Intrinsic Motives
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Interesting Work
Challenging Work
Learning New Things
Making Important Contributions
Responsibility
Autonomy
Being Creative
Extrinsic Motives
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Pay
Promotion
Leadership Style
Job Design
Culture
Basic Characteristics of Work Motivation:
Work Motivation: The psychological forces that determine the direction of a person's
behavior in an organization, a person's level of effort, and a person's level of persistence.
(Keep in mind that motivation determines what behaviors workers choose to perform,
how hard they work, and how persistent they are in the face of difficulties.)
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Direction of Behavior - Which behaviors does a person choose to perform in an
organization?
Level of Effort - How hard does a person work to perform a chosen behavior?
Level of Persistence - When faced with obstacles, roadblocks, and stone walls,
how hard does a person keep trying to perform a chosen behavior successfully?
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PAPER #1
An Integrated Control Theory Model of Work Motivation
BY: Howard J. Klein
Important Highlights:
1) A need for a Metatheory: The purpose of the paper is to integrate and unify other
theories utilizing CONTROL THROEY as a framework.
2) Control Theory model of motivation include:
A) Feedback
B) Goal setting
C) Expectancy
D) Attribution theories
3) Summary of Control Thoery: Air Conditionar or thermostat for controling temperature
examples
4) The integrated control theory has the following elements:
A) Goals
B) Feedback loop (postitive and negative)
C) Comparator (device for comparing)
D) Unconscious Scripted Response
E) Conscious Response
And many other psychological elements (refer to integrated model page 153)
5) The table on page 165/166 provide a comparison of old vs. current Control Theory
Conclusion:
The Control Theory used as framework for metatheory for understading work motivation.
The integrated model provide:
1) Explicitly integrates: goal setting, feedback loop, expectancy, attribution theories
Implicitly integrates: Social learning theory, need theories, information processing
2) The proposed model unifies the work of other previous theories
Also:
1) The Control theory focuses on Cognitive processes and the importance of it in
motivation.
2) The Control theory focuses on self-regulation of behavior
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PAPER # 2
Motivation Theory Reconsidered
By: Frank J. Landy
Purpose of the article: There are enough theories about motivation and more than
enough data on motivatinal phenomena. What is needed is a new synthesis on both data
and theory
Earlier models: Need model, Reinforcement model, equity model, expectancy model,
goal setting model.
THE important theme on COGNITIVE Process. This paper looks at these models from
the cognitive persective.
Process cognitive theory
● Emphasis on psychological processes that effect motivation and on basic needs
● Concerned with peoples perceptions and the way they interpret and understand it
● People will be highly motivated if they can control the means to attain their goals
The definition of motivated behavior:
1) initiation
2) direction
3) persistence
4) intensity
5) termination
The proposal: Five cluster working classification in the following categories:
1)
2)
3)
4)
5)
Need theory
Reinforcement theory
Balance theory
Expectancy theory
Goal-setting theory
1) NEED THEORY:
- Maslow’s need hierarchy (basic survival, saftey, social needs, self-esteem and selfactualization)