Lecture 7: Motivation Flashcards
Motivation
The process that account for an individual’s intensity, direction and persistence of effort toward attaining a goal
What are the key elements of motivation?
- Intensity: How hard a person tries
- Direction: toward a beneficial goal
- Persistence: how long a person tries
What are the 3 early theories of motivation?
- Maslow Hierarchy of needs
- Theory X and Y
- Hezberg’s Two-Factor Theory
What are the contemporary theories and models of motivation? (7)
- Self-determination
- Goal-setting theory
- Self-efficacy
- Reinforcement theory
- Equity Theory
- Expectancy Theory
- Job characteristics model
Maslow’s Hierarchy of Needs
The hierarchy of five needs: physiological, safety, social, esteem and self-actualisation
Theory X and Theory Y
Theory X “Employees are lazy”
- Employees inherently dislike work and will try to avoid it
- Since employees dislike work, they must be coerced and controlled
- Employees avoid responsibilities and seek formal direction, if possible
- Most workers place security above all other work-related factors and will display little ambition
Theory Y “Employees and Responsible”
- Employees can view work as being as natural as rest or play
- When committed to their objectives, people will exercise self-direction and self-control
- The av person can learn to accept, even seek, responsibility
- Many workers besides managers have innovative decision-making skills
Hezberg’s Two factor theory
A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction; also known as motivator-hygiene theory
- Hygiene factors
- Motivator factors
Goal-setting Theory
Specific and difficult goals, with self-generated feedback, lead to higher performance
Self-efficacy theory
An individual’s belief that she/he is capable of performing a task; high self-efficacy enhances the probability that goals will be achieved
Equity Theory
Central idea: individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities
- Job inputs: effort, experience, competence
- Job Outputs: salary level, raises, recognition
Model of Organisational Justice
- Distributive Justice: fairness of outcome
- Procedural Justice: perceived fairness of the process used to determine the outcome
- Interactional justice: The degree to which one is treated with dignity and respect
Expectancy Theory and the three key relationships
Central Idea: The strength of a tendency to act in a certain way depends on the strength of a given outcome and its attractiveness
- Effort-performance: “If I put in the effort, will it lead to an outcome”
- Performance-reward: “Will achieving this outcome lead to a reward?”
- Rewards-personal goals: “If I am rewarded, are the rewards attractive to me?”
Job rotation
The periodic shifting of a worker from one task to another
Job enrichment
The vertical expansion of jobs
The job characteristics model
Identifies five job characteristics and their relationship to personal and work outcomes
- Skill variety
- Task variety
- Task significance
- Autonomy
- Feedback
