CHAPTER 8: THE MOTIVATION TO WORK
Learning Objectives
Module I
Understand the early history of motivation theory in I-O psychology.
Identify motivational theories using the metaphors described in the text.
Understand the importance and meaning of motivation and its links with performance.
Module II
Identify the classic approaches to motivational theories.
Explain the premise of Maslow’s need hierarchy theory.
Explain Vroom’s Valence Instrumentality Expectancy theory.
Explain the premise of Equity Theory.
Module III
Describe why goal setting theory is considered a Person-as-Intentional Approach.
Explain Control Theory and the concept of self-regulation.
Identify the four separate avenues that can be used to develop self-efficacy.
Identify the common themes found in modern approaches to motivation theory.
Module IV
Identify the four types of motivational practices managers employ across all cultures.
Understand generational differences and how they relate to work motivation.
Describe three types of motivational interventions used in applied settings.
Chapter Outline
Module 8.1 An Introduction to Motivation
The Central Position of Motivation in Psychology
A Brief History of Motivation Theory in I-O Psychology
Metaphors for Motivation
Person as Machine
Person as Scientist
The Meaning and Importance of Motivation in the Workplace
Motivation and Performance
Motivation and Work–Life Balance
Motivation and Attitudes
Motivation and Personality
Module 8.2 Motivational Theories—Classic Approaches
“Person as Machine” Theories
An Internal Mechanical Theory: Maslow’s Need Theory
An External Mechanical Theory: Reinforcement Theory
“Person as Scientist” Theories
Vroom’s VIE Theory
Equity Theory
Module 8.3 Modern Approaches to Work Motivation
Person-as Intentional Approaches
Goal-Setting Theory
Control Theories and the Concept of Self-Regulation
The Concept of Self-Efficacy in Modern Motivation Theory
Action Theory
Common Themes in Modern Approaches
A New Motivational Topic: The Entrepreneur
Module 8.4 Practical Issues in Motivation
Can Motivation Be Measured?
Cross-Cultural Issues in Motivation
Generational Differences and Work Motivation
Motivational Interventions
Contingent Rewards
Job Enrichment
ProMES
Glossary Terms for Chapter 8
This list of key terms and important concepts from Chapter 8 can be used in conjunction with
reviewing the material in the textbook. After reviewing Chapter 8 in the textbook, define each of
the following key terms and important concepts fully. Check your answers with the textbook,
and review terms with which you have difficulty. Good luck!
Module 1
motivation
instinct
need
drive
behaviorist approach
Field Theory
group dynamics
“person as machine” metaphor
“person as scientist” metaphor
limited rationality
“person as judge” metaphor
work-life balance
attitudes
Module 2
Maslow’s need theory
Two-factor theory
hygiene needs
motivator needs
reinforcement theory
contingent reward
intermittent reward
continuous reward
VIE theory
Path-Goal theory of Motivation
valence
instrumentality
expectancy
equity theory
Dissonance Theory
inputs
outcomes
comparison other
outcome/input ratio
Module 3
person-as-intentional approach
Goal Setting Theory
feedback loop
control theory
self-regulation
self-efficacy
Action Theory (Rubicon Theory)
action process
action structure
Module 4
Motivational Trait Questionnaire (MTQ)
job enrichment
ProMES
indicators
Practice Questions for Chapter 8
Multiple Choice Items: Please choose the correct answer to the following questions. Answers
are shown at the end of the chapter in this Study Guide.
1. Motivation concerns the conditions responsible for variations in intensity, quality, and
_________ of ongoing behavior.
a. amplitude
b. satisfaction
c. direction
d. learning
2. What type of motivational approach placed the emphasis for behavior and directed activity
directly on the environment?
a. Behaviorist approach
b. Instrumental approach
c. Nature approach
d. Environmental approach
3. Which theory proposed that various forces in the psychological environment have valence?
a. Instinct theory
b. Maslow’s need theory
c. Field theory
d. Metaphor theory
4. What is the basic model for considering the role of motivation in performance?
a. Performance = (Motivation x Ability) + Situational constraints
b. Performance = (Motivation x Ability) – Situational constraints
c. Performance = (Motivation x Situational constraints) + Ability
d. Performance = (Motivation / Situational constraints) + Ability
5. Maslow’s model fits the person-as-machine metaphor well. Which of the following is false
concerning the model?
a. A person will respond to whatever satisfies the lowest level unfulfilled need.
b. Workers in the same department are assumed to be at the same needs level.
c. The behavior of the individual is unconscious and automatic.
d. An employer needs to know at what need level a worker is operating.
6. All of the following are need levels identified by Alderfer (1969; 1972) except:
a. Expectancy
b. Relatedness
c. Existence
d. Growth
7. What is a major problem associated with using contingent reinforcement?
a. The approach cannot consistently predict motivation.
b. The approach makes too many assumptions of behavior.
c. The approach has little or no role for any cognitive activity.
d. The approach is not applicable in today’s workplace.
8. What is the theory called that suggests that tension exists when individuals hold incompatible
thoughts?
a. Dissonance theory
b. Equity theory
c. Comparison theory
d. Incompatibility theory
9. The feedback loop in goal setting theory deals with the discrepancy between:
a. Actual goal accomplishment and expected goal accomplishment of peers.
b. Actual goal accomplishment and the failures the person has experienced.
c. Actual goal accomplishment and the goal to which the person was committed.
d. Actual goal accomplishment and the actual goal accomplishment of peers.
10. Managers, across all cultures, tend to employ all of the following motivational practices
except:
a. Quality improvement interventions
b. Differential distribution of rewards
c. Setting goals and making decisions for employees.
d. Design and redesign of jobs and organizations.
Chapter 8 Exercises
Exercise 8.1. Given what you have learned about Need Theory in this chapter, identify which of
Abraham Maslow’s needs is alluded to in each of the following quotes. Explain why you choose
that particular need level for each quote.
“You’ve reached the pinnacle of success as soon as you become uninterested in money,
compliments, or publicity” (Dr. O. A. Battista, chemist)
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Sign: “Don’t cross this field unless you can do it in 9.9 seconds. The bull can do it in 10.”
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“There is more credit & satisfaction in being a 1st-rate truck driver than a 10th-rate executive”
(B.C. Forbes, American Publisher, 1880-1954)
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“The best parachute packers are those who jump themselves.”
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“The greatest use of life is to spend it for something that will outlast it” - William James (18421910), Father of Psychology
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Exercise 8.2. Many individuals see themselves as a “go to” person in trying situations.
Construct a scenario using what you have learned about the concept of self-efficacy to explain
how these individuals may have become so confident.
Exercise 8.3. If you were elected as the chair of a fundraising effort in your community, and
you would be using all volunteers to gather the funds, which theory of motivation would you
choose to accomplish this goal through your staff? How would you apply this theory?
Alternatively, which motivational theory would be least useful in this situation? Why?
Answer Key for Multiple Choice Questions for Chapter 8
1. c
2. a
3. c
4. b
5. b
6. a
7. c
8. a
9. c
10. c