Motivation

Question 1

What do Content Motivation Theories focus on?

Answer 1

Content Motivation Theories focus on what motivates people by identifying their needs and drives.

Question 2

What are examples of Content Motivation Theories?

Answer 2

Examples include Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory.

Question 3

What do Process Motivation Theories explain?

Answer 3

Process Motivation Theories explain how motivation works, emphasizing the mental and behavioral processes behind decision-making and goal pursuit.

Question 4

What are examples of Process Motivation Theories?

Answer 4

Examples include Vroom’s Expectancy Theory and Equity Theory.

Question 5

What do Vroom’s Expectancy Theory and Equity Theory focus on?

Answer 5

They focus on how people evaluate effort, outcomes, and fairness.

Question 7

What is the overjustification effect?

Answer 7

The overjustification effect occurs when overuse of rewards reduces internal interest in a task.

Question 8

When is extrinsic motivation necessary?

Answer 8

Extrinsic motivation may be necessary in boring or repetitive jobs.

Question 9

What is the ideal balance between intrinsic and extrinsic motivation?

Answer 9

The ideal balance is to use extrinsic incentives sparingly and design work to foster intrinsic interest.

Question 11

What is classical conditioning?

Answer 11

Behaviour is shaped through consistent associations.

Example: A bad-tasting nail polish discourages nail biting.

Question 12

What is operant conditioning?

Answer 12

It highlights the power of variable rewards as more effective than fixed rewards.

Question 13

What is an example of variable rewards?

Answer 13

Footballers being rewarded with McDonald’s.

Question 14

What is ‘nudge’ theory?

Answer 14

It involves subtle changes in the environment that influence behaviour without removing choice.

Example: A fly image in urinals.

Question 15

What is a limitation of behavioural techniques?

Answer 15

They focus only on observable behaviour rather than internal thought.

Question 16

What is another limitation of behavioural techniques?

Answer 16

They encourage surface compliance rather than genuine attitude change.

Question 17

What is a risk associated with behavioural techniques?

Answer 17

There is a risk of misdirected incentives, where people game the system.

Example: Hiding accidents to meet safety targets.

Question 18

What are the five basic needs proposed by Maslow?

Answer 18

Physiological, safety, love and belonging, esteem, and self-actualization.

Question 19

What does the hierarchy of prepotency mean in Maslow’s theory?

Answer 19

Lower-level needs dominate until they are sufficiently met.

Question 20

How does motivation vary among individuals according to Maslow?

Answer 20

Motivation varies between individuals; not everyone is driven by the same needs.

Question 21

How can needs change over time?

Answer 21

Needs are dynamic and can shift based on life stage or experience.

Question 22

What influences which needs dominate for a person?

Answer 22

A person’s background influences which needs dominate.

Question 23

Can people pursue higher needs if lower ones are unmet?

Answer 23

Yes, people may pursue higher needs like self-actualization even if lower ones are unmet.

Question 24

What does Maslow’s humanistic view emphasize?

Answer 24

Growth, freedom, autonomy, and creativity, not just material rewards.

Question 25

What is required for self-actualization?

Answer 25

Ongoing personal growth and courageous decision-making.

Question 26

How are Maslow's ideas often misapplied in the workplace?

Answer 26

They are often overly simplified, especially through the triangle, ignoring the depth of his thinking.

Question 27

How did Maslow view needs in relation to each other?

Answer 27

He viewed them as overlapping and context-dependent, not as rigid steps.

Question 28

why were Maslows' ideas adoped by US corporations in the 1960s?

Answer 28

it aligned with the changing American ethos—growing affluence, individualism, and rejection of traditional, coercive work practices. - The hierarchy offered a narrative that reframed work as a path to personal growth, aligning corporate goals with employee psychological fulfillment.

Question 29

Corporate Use vs. Maslow’s Intentions

Answer 29

While corporations used the model to motivate workers and reduce costs (e.g., job redesign without higher pay), this contradicted Maslow’s broader, more socially-focused vision (on collective well-being rather than individual career advancement)

Question 30

Racial and Social Critiques e.g

Answer 30

Lussier notes that motivational rhetoric in workplaces often ignored systemic inequalities. It blamed lack of motivation—rather than structural racism—for the economic struggles of Black Americans, reinforcing exclusionary practices.

Question 31

why do some scholars argue that his concept of self-actualization privileges white / heterosexual norms?

Answer 31

- his ideas were shaped by early research on sexology, including controversial views on gender/ race - his ideas thus reinforce elitism by suggesting only some people are capable of achieving higher needs.

Question 32

What are Hersbergs' two factor theories:

Answer 32

1. motivational factors- responsibility, autonomy, personal growth- directly enhance job satisfaction. 2. hygeinic- extrinsic - do not directly enhance but without them can reduce motivation levels - pay, working conditions ,

Question 33

What is Adams-equity theory? (process theory)

Answer 33

- suggests that motivation is based on the perceived fairness of the input (work) with the output (pay) -Two comparison types influence fairness perceptions: deserved pay (what one believes they should earn) and social comparison (pay relative to peers).

Question 34

what is a real life example of this?

Answer 34

Big Bang Theory stars sought pay parity after learning they earned far less than co-stars. Co-stars took pay cuts to reduce the gap, illustrating equity concerns.

Question 35

why should HR managers consider both comparison types?

Answer 35

to ensure fairness , whilst ensuring job security to reduce dissatisfaction through job and financial security.

Question 36

VROOMS’ EXPECTANCY THEORY states...

Answer 36

Focuses on how people decide to act based on expected outcomes

Question 37

what do the 3 variables suggest?

Answer 37

M= I x E x V Expectancy (E): belief effort leads to performance, Instrumentality (I): belief performance leads to reward, Valence (V): value placed on the reward.

Question 38

what is the general rule?

Answer 38

If any component is low, motivation decreases. BUT Surprisingly, rejection (e.g. of employee ideas) can increase motivation if accompanied by personalized feedback, as it shows organizational engagement.

Question 39

what is the personal goal-setting theory?

Answer 39

Locke and Latham’s theory emphasizes that motivation is improved by: 1. Specific, challenging, measurable goals (e.g., SMART goals), 2. Feedback (positive early, corrective later), 3. Incentives and personal ownership of goals.

Question 40

what are the 5 goal types?

Answer 40

Behavioural, attitudal, performance, learning , subconsious-primed.

Question 41

goals can increase performance BUT ...

Answer 41

may also cause tunnel vision , unethical behaviour , or focus on only measurable outcomes.

Question 42

what does good organisational practice involve?

Answer 42

encouraging ownership + aligning goals with broader values.

Question 43

Who came up with the goal- setting theory?

Answer 43

Locke and Latham

Question 44

who came up with the contemporary-needs based theory?

Answer 44

based on Deci and Ryan's Self-Determination theory (SDT)

Question 45

SDT suggests that motivation thrives when which key three needs are met?

Answer 45

1. Autonomy 2. Competence 3. Relatedeness

Question 46

what does this theory argue?

Answer 46

that intrinsic motivation leads to better well-being than chasing extrinsic goals (ie. money)