motivation to work: cognitive theories Flashcards
(15 cards)
latham and locke’s goal setting theory
devising action plan to achieve specific goal
realistic plan to achieve it
locke et al 1968 suggested more effective goal = specific and measurable not general
SMART goals
S - specific
M - measurable
A - achievable
R - realistic/relevant
T - time bound
five characteristics of effective goal setting
locke and latham 1990
3C 1F
clarity - specific clear measurable
challenge - too easy is demotiavting so not unrealistic, relevant, linked to rewards
commitment - goals must be understood, workforce invested in them
feedback - get feedback in entire process
task complexity extra bs - timescale realistic, subgoals, regular reviews
goal setting theory strength reliability
evidence based research
50 yuears of research
used widely today
rcent studies support the concepts
high reliability
goal setting theory strength ethics
improve workplace for workers and managers
can plan task and monitor and identify when goes wrong
increase worker motivation to succeed
benefit to workplace makes it ethically sound
goal setting theory reductionism vs holism
weakness
too reductionist
suggests motivation is cognitive factiors like setting of goals
not physiological needs or past experiences
so incomplete theory and doesn’t explain all motivation in the workforce
goal setting theory cultural differences
doesn’t consider cultural diff
based upon individualistic culture values of western societies like USA
not collectivist where workplace values diff
so cant generalise to all cultures
limits usefulness
vroom’s expectancy (VIE) theory of motivation
1964
individuals motivation affceted by expectancy of what will happen in future, consequences
aim to maximise pleasure from the rational and conscious choices made and minimise pain
rewards is pleasure
potential costs is pain
performance based on individual factors: personality, abilities, skills, experience
motivated if:
> effort and performance positively correlated
> perform well = desirable need satisfying reward
> desire to satisfy need is enough to make the effort worth it
formula for VIE
motivation = valence x instrumentality x expectancy
valence:
instrumentality:
expectancy:
VIE weakness validity
may not always apply to real life
bc in the workplace performance doesnt directly correlate w reward
position effort responsibility into acc
therefore limits theory validity
VIE weakness application
assumes people always make rational conscious choices
assumed will know consciously what rewards r best and decisions based on getting biggest rewards
but may not be the case bc short term needs, personality, and other processes in effect
so theory may not apply to all individuals
VIE strength usefulness
research results show theory can predict choices people will make
redmond 2009 - VIE CORRELATE for predictability
so useful theory for workplace motivation
VIE individual and situational
individual factors like persoanlity skills abilities experieces are more important in performance at work
diff to other theories like maslow where assumes all people r the same
VIE idiographic vs nomothetic
nomothetic tries to make generalisations about the world w exps and queses and extablishes generalised laws
VIE had an equation to determine behaviour of all workers so a law that applies to all not j individual and what motivates them
VIE determinism vs free will
behaviour/motivation determined by expectations about rewards and costs of the action
rewards - largest determinant
environmental determinism
ignores idea of free will where people may be motivated no matter cost or reward of the action
