This document outlines key concepts in motivation theory, including: - Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to growth needs. - Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors whose absence can cause dissatisfaction. - Expectancy theory which proposes that motivation depends on the expectation that effort will lead to good performance and performance will be rewarded. - Equity theory which suggests people are motivated to maintain fair relationships and balances of inputs and outcomes compared to others.

1. BASIC MOTIVATION CONCEPTS

2. AFTER STUDYING THIS CHAPTER,
YOU SHOULD BE ABLE TO:
1. Outline the motivation process.
2. Describe Maslow’s need hierarchy.
3. Contrast Theory X and Theory Y.
4. Differentiate motivators from hygiene factors.
5. List the characteristics that high achievers prefer in a
job.
6. Summarize the types of goals that increase
performance.

3. AFTER STUDYING THIS CHAPTER,
YOU SHOULD BE ABLE TO:
7. State the impact of underrewarding
employees.
8. Clarify key relationships in expectancy
theory.
9. Explain how the contemporary theories
of motivation complement each other.

5. Defining Motivation
Key Elements
1. Intensity: how hard a person tries
2. Direction: toward beneficial goal
3. Persistence: how long a person tries

7. Hierarchy of Needs Theory

8. Maslow’s Hierarchy of Needs
EXHIBIT 6-1

10. Theory X and Theory Y
(Douglas McGregor)

11. Two-Factor Theory
(Frederick Herzberg)

12. Factors characterizing events on
the job that led to extreme job
dissatisfaction
Comparison of Satisfier
and Dissatisfiers
Factors characterizing events on
the job that led to extreme job
satisfaction
EXHIBIT 6-3

13. Contrasting Views of Satisfaction
and Dissatisfaction
Presence Absence EXHIBIT 6-4

15. ERG Theory (Clayton Alderfer)
Concepts:
More than one need can
be operative at the same
time.
Core Needs
If a higher-level need
Existence: provision of
cannot be fulfilled, the
basic material
desire to satisfy a lower-
requirements.
level need increases.
Relatedness: desire for
relationships.
Growth: desire for
personal development.

18. David McClelland’s Theory of Needs
nPow
nAch nAff

20. Matching Achievers and Jobs
EXHIBIT 6-5

21. Goal-Setting Theory (Edwin Locke)

22. Reinforcement Theory
Concepts:
Behavior is environmentally caused.
Behavior can be modified (reinforced) by
providing (controlling) consequences.
Reinforced behavior tends to be repeated.

23. Equity Theory
Referent
Comparisons:
Self-inside
Self-outside
Other-inside
Other-outside

24. Equity Theory (cont’d)
EXHIBIT 6-7

25. Equity Theory (cont’d)
Choices for dealing with inequity:
1. Change inputs (slack off)
2. Change outcomes (increase output)
3. Distort/change perceptions of self
4. Distort/change perceptions of others
5. Choose a different referent person
6. Leave the field (quit the job)

26. Equity Theory (cont’d)
Propositions relating to inequitable pay:
1. Overrewarded employees produce more
than equitably rewarded employees.
2. Overrewarded employees produce less, but
do higher quality piece work.
3. Underrewarded hourly employees produce
lower quality work.
4. Underrewarded employees produce larger
quantities of lower-quality piece work than
equitably rewarded employees

27. Equity Theory (cont’d)

29. Expectancy Theory
EXHIBIT 6-8

30. Performance Dimensions
EXHIBIT 6-9

31. FOR BETTER 1ndONEsia
Sang Merah Putih akhirnya berkibar di Puncak Everest
(8.848 mdpl) setelah Tim Ekspedisi Tujuh Puncak Dunia
(Seven Summits) yang melalui jalur utara yaitu Tibet berhasil
mencapai puncak, Sabtu (19/5/2012).