4- Motivation

Question 1

Motivation definition

Answer 1

Directs, energises and sustains behaviour (Steers and Porter, 1979).

Question 2

3 components of motivation

Answer 2

1) Direction
2) Effort
3) Persistance

Question 3

Importance of motivation in the workplace?

Answer 3

• Motivation is not the only determinant of job performance but it matters.
• Zhao and Chadwick (2014) show that motivation to develop new products is a stronger predictor of companies’ success in doing so than the capabilities of the staff.

Question 4

Current theories of motivation

Answer 4

What motivates human behaviour at work.

Question 5

Process theories of motivation

Answer 5

How the content of motivation influences behaviour.

Question 6

3 Common Sense approaches to motivation

Answer 6

• X theory
• Y theory
• Social theory

Question 7

X theory (McGregor, 1960)

Answer 7

People cannot be trusted and are lazy. People need to be motivated by financial incentives and threats of punishment. People will pursue goals in conflict with the organisation.

Question 8

Y theory (McGregor, 1960)

Answer 8

People seek independance, self-development and creativity in their work. They are moral and responsible beings who, if treated as such, will strive for the good of their work organisation.

Question 9

Social theory (Schein, 1988)

Answer 9

A person’s behaviour is influenced most fundamentally by social interactions which can determine their sense of identity.

Question 10

Which common sense theory is most associated with physical industries?

Answer 10

X theory

Question 11

Problems with common sense theories?

Answer 11

They contradict each other and this shows the need for need theories.

Question 12

Need/content theories

Answer 12

Need theories are based on the idea that there are psychological needs, probably of biological origin, that lie behind human behaviour.
We behave in ways to satisfy our needs.

Question 13

Need theories and managers

Answer 13

• Managers should learn what employees
  perceive to be their needs – and address them
• Different ideas:
  – Once a need is met, it no longer motivates OR
  – Meeting a need places more attention on it – and it still motivates

Question 14

The different needs theories

Answer 14

• Hierarchy of Needs (Maslow, 1943)
• Motivational Needs (McClelland, 1961)
• Two-factor theory (Herzberg, 1964)
• ERG theory (Alderfer, 1969)

Question 15

Hierarchy of Needs (Maslow, 1943)

Answer 15

• Self Actualisation
• Esteem Needs
• Social needs
• Safety Needs
• Physiological Needs

Question 16

Hierarchy of Needs (Maslow, 1943) explanation

Answer 16

• People are driven by fundamental needs, which influence behaviour
• Needs are hierarchically structured
• Lower needs need to be satisfied first, before higher needs can be approached

Question 17

Hierarchy of Needs (Maslow, 1943) examples of each level

Answer 17

• Self Actualisation- Creative and
  challenging job tasks
• Esteem Needs- Responsibility and
  recognition – respect
• Social needs- Formation of cohesive
  work teams
• Safety Needs- Work practices, health
  and safety, pensions
• Physiological Needs- Money! + overall work conditions

Question 18

Problems with Maslow theory?

Answer 18

• When are physiological needs satisfied?
• Do all people have the same needs?
• Little empirical evidence
• Unclear how one need activates another
• Can people go down the hierarchy?

Question 19

Herzberg 2 factor theory (1966)

Answer 19

• Job satisfaction and dissatisfaction are independently caused.
• Improving removes dissatisfaction but doesn’t necessarily add to satisfaction.
• Improving – job enrichment –causes job
  satisfaction and motivates

Question 20

Motivational needs (McClelland, 1961)

Answer 20

• Explains how the need for achievement, power, and affiliation affect the actions of people
• nAchievement: derive satisfaction from mastering tasks in achievement-related situations, have high internal standards of
  excellence
• nAffiliation: motivated by social contact and working with other people,
  want to be accepted by others, prefer collaboration over competition
• nPower: strive for status & holding positions of power in groups or in
  society, derive pleasure from having impact on others
• nAchievement relates to career success (Spangler, 1992)

Question 21

Process theories of motivation

Answer 21

• Goal-setting theory (Locke & Latham, 1990)
• Expectancy theory (Vroom, 1964)
• Equity theory (Adams, 1969)
• Self-determination theory (Ryan & Deci, 2000)

Question 22

Goal-setting theory (Locke & Latham, 1990)

Answer 22

• Goal is what a person tries to
  accomplish
  – Goals must be specific and difficult
  for high performance results
  Goals provide direction, release
  energy, enhance persistency,
  and enable the search for
  alternative strategies for action

Question 23

Empirical evidence for goal setting
theory

Answer 23

• The most consistently supported theory of motivation
• Offers a clear approach to organisations to be used in
  different contexts (e.g. appraisal)

Question 24

Criticism of goal setting theory (Locke and Latham, 2002)

Answer 24

– Task performance only?
– Conflicting goals?
– Quantity vs. quality?
– Static view of motivation, ie one moment in time
– Where do goals come from?

Question 25

Difference between content/needs and process theories of motivation?

Answer 25

Content theories focus on “what” motivates, whereas process theories concentrate on “how” the content of
motivation influences behaviour.