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MOTIVATION
Chapter 13
HOW DO HUMANS NEED INFLUENCE MOTIVATION TO
WORK?

 Motivation accounts for the level, direction, and
  persistence of effort expanded at work
 Maslow described a hierarchy of needs topped by self-
  actualization
 Need – unfulfilled psychosocial or psychological desire
 Lower order needs – physiological, safety and social
  needs in Maslow’s hierarchy
 Higher-order needs are esteem and self-actualization
  needs in Maslow’s hierarchy
13
 Alderfer’s ERG theory deals with existence, relatedness
  and growth needs
 Existence needs – desires for physiological and material
  well-being
 Relatedness needs – desires for satisfying interpersonal
  relationships
 Growth needs – desires for continued physiological
  growth and development
 McClelland identified acquired needs for achievement,
  power and affiliation
 Need for achievement – desire to do something better, to
  solve problems or to master complex tasks
 Need for power – desire to control, influence, or be
  responsible for other people
 Need for affiliation – desire to establish and maintain
  good relations with people
 Hezberg’s two-factor theory focuses on higher-order
  need satisfaction
 Satisfier factor – found in job content such as a sense of
  achievement, recognition, responsibility, advancement, or
  personal growth
 Hygiene factor – found in the job context, such as
  working conditions, interpersonal relations, organization
  policies, and salary
13
 The Core Characteristics model integrates motivation
  and job design
 Job design – allocation of specific work tasks to individual
  and groups
 Job enrichment – increases job content by adding work
  planning and evaluating duties normally performed by the
  supervisor
13
13
HOW DO THOUGHT PROCESSES AND DECISIONS
AFFECT MOTIVATION TO WORK?


 Equity theory explains how social comparisons motivate
  individual behavior
 Perceived negative inequity – discomfort felt over being
  harmed by unfair treatment
 Perceived positive inequity – discomfort felt over
  benefiting from an unfair treatment
13
 Expectancy theory considers Motivation = Expectancy x
  Instrumentality x Valence
 Expectancy – the person’s belief that working hard will
  result in high task performance
 Instrumentality – person’s belief that various outcomes
  will occur as a task or performance
 Valence – the value a person assigns to work-related
  outcomes
 Self-efficacy – person’s belief that they are capable of
  performing a task
13
   Goal setting theory shows that well-chosen and well-set
    goals can be motivating
HOW DOES REINFORCEMENT INFLUENCE
MOTIVATION TO WORK?

 Operant conditioning influences behavior by
  controlling its consequences
 Law of effect – states that behavior followed by
  pleasant consequences is likely to be repeated;
  behavior followed by unpleasant consequences is
  not
 Operant conditioning – control of behavior by
  manipulating its consequences
13
   Positive reinforcement – strengthens behavior by making a
    desirable consequence contingent on its occurrence
   Negative reinforcement - strengthens behavior by making an
    avoidance of undesirable consequence contingent on its
    occurrence
   Punishment – discourages a behavior by making an
    unpleasant consequence contingent on its occurrence
   Extinction – discourages a behavior by making an the removal
    of a desirable consequence contingent on its occurrence
 Positive reinforcement connects desirable behavior with
  pleasant consequences
 Shaping – positive reinforcement of successive
  approximations to desired behavior
 Law of contingent reinforcement – deliver the reward only
  when desired behavior occurs
 Law of immediate reinforcement – deliver the reward as
  soon as possible after the desired behavior occurs
13
   Punishment connects undesirable behavior with
    unpleasant consequences

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  • 2. HOW DO HUMANS NEED INFLUENCE MOTIVATION TO WORK?  Motivation accounts for the level, direction, and persistence of effort expanded at work  Maslow described a hierarchy of needs topped by self- actualization  Need – unfulfilled psychosocial or psychological desire  Lower order needs – physiological, safety and social needs in Maslow’s hierarchy  Higher-order needs are esteem and self-actualization needs in Maslow’s hierarchy
  • 4.  Alderfer’s ERG theory deals with existence, relatedness and growth needs  Existence needs – desires for physiological and material well-being  Relatedness needs – desires for satisfying interpersonal relationships  Growth needs – desires for continued physiological growth and development
  • 5.  McClelland identified acquired needs for achievement, power and affiliation  Need for achievement – desire to do something better, to solve problems or to master complex tasks  Need for power – desire to control, influence, or be responsible for other people  Need for affiliation – desire to establish and maintain good relations with people
  • 6.  Hezberg’s two-factor theory focuses on higher-order need satisfaction  Satisfier factor – found in job content such as a sense of achievement, recognition, responsibility, advancement, or personal growth  Hygiene factor – found in the job context, such as working conditions, interpersonal relations, organization policies, and salary
  • 8.  The Core Characteristics model integrates motivation and job design  Job design – allocation of specific work tasks to individual and groups  Job enrichment – increases job content by adding work planning and evaluating duties normally performed by the supervisor
  • 11. HOW DO THOUGHT PROCESSES AND DECISIONS AFFECT MOTIVATION TO WORK?  Equity theory explains how social comparisons motivate individual behavior  Perceived negative inequity – discomfort felt over being harmed by unfair treatment  Perceived positive inequity – discomfort felt over benefiting from an unfair treatment
  • 13.  Expectancy theory considers Motivation = Expectancy x Instrumentality x Valence  Expectancy – the person’s belief that working hard will result in high task performance  Instrumentality – person’s belief that various outcomes will occur as a task or performance  Valence – the value a person assigns to work-related outcomes  Self-efficacy – person’s belief that they are capable of performing a task
  • 15. Goal setting theory shows that well-chosen and well-set goals can be motivating
  • 16. HOW DOES REINFORCEMENT INFLUENCE MOTIVATION TO WORK?  Operant conditioning influences behavior by controlling its consequences  Law of effect – states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not  Operant conditioning – control of behavior by manipulating its consequences
  • 18. Positive reinforcement – strengthens behavior by making a desirable consequence contingent on its occurrence  Negative reinforcement - strengthens behavior by making an avoidance of undesirable consequence contingent on its occurrence  Punishment – discourages a behavior by making an unpleasant consequence contingent on its occurrence  Extinction – discourages a behavior by making an the removal of a desirable consequence contingent on its occurrence
  • 19.  Positive reinforcement connects desirable behavior with pleasant consequences  Shaping – positive reinforcement of successive approximations to desired behavior  Law of contingent reinforcement – deliver the reward only when desired behavior occurs  Law of immediate reinforcement – deliver the reward as soon as possible after the desired behavior occurs
  • 21. Punishment connects undesirable behavior with unpleasant consequences