1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like relationships, esteem, and self-actualization. 2. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivator factors like achievement that create satisfaction. 3. Goal-setting theory suggests that specific, difficult goals lead to higher performance when people are committed to the goals and receive feedback on their progress.

1. Motivation Concepts Chapter SIX

2. What Is Motivation? Persistence Intensity Direction

5. Maslow’s Hierarchy of Needs E X H I B I T 6 –1 Lower-Order Needs Needs that are satisfied externally; physiological and safety needs. Higher-Order Needs Needs that are satisfied internally; social, esteem, and self-actualization needs. Self Esteem Social Safety Physiological

7. Theory X Managers See Workers As… Disliking Work Avoiding Responsibility Having Little Ambition Theory Y Managers See Workers As… Enjoying Work Accepting Responsibility Self-Directed

9. Comparison of Satisfiers and Dissatisfiers Factors characterizing events on the job that led to extreme job dissatisfaction Factors characterizing events on the job that led to extreme job satisfaction E X H I B I T 6 –2 Source: Reprinted by permission of Harvard Business Review . An exhibit from One More Time: How Do You Motivate Employees? by Frederick Herzberg, September–October 1987. Copyright © 1987 by the President and Fellows of Harvard College: All rights reserved.

10. Contrasting Views of Satisfaction and Dissatisfaction E X H I B I T 6 –3

11. David McClelland’s Theory of Needs Need for Achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed. Need for Affiliation The desire for friendly and close personal relationships. Need for Power The need to make others behave in a way that they would not have behaved otherwise. Bottom Line: Individuals have different levels of needs in each of these areas, and those levels will drive their behavior

12. Matching High Achievers and Jobs E X H I B I T 6 –4

13. Cognitive Evaluation Theory Cognitive Evaluation Theory Providing an extrinsic reward for behavior that had been previously only intrinsically rewarding tends to decrease the overall level of motivation. The theory may only be relevant to jobs that are neither extremely dull nor extremely interesting. Hint: For this theory, think about how fun it is to read in the summer, but once reading is assigned to you for a grade, you don’t want to do it!

14. E X H I B I T 6 –5 What Would Herzberg Say? What Would Maslow Say?

18. Cascading of Objectives E X H I B I T 6 –1

19. Linking MBO and Goal-Setting Theory MBO Goal-Setting Theory Goal Specificity Yes Yes Goal Difficulty Yes Yes Feedback Yes Yes Participation Yes No (qualified)

22. Self-Efficacy and Goal Setting

25. Equity Theory Referent Comparisons: Self-inside Self-outside Other-inside Other-outside Equity Theory Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

26. Equity Theory (cont’d) E X H I B I T 6 –8

29. Justice and Equity Theory

30. Three types of Justice Distributive Justice Perceived fairness of the outcome (the final distribution). “ Who got what?” Procedural Justice The perceived fairness of the process used to determine the outcome (the final distribution). “How was who gets what decided?” Interactional Justice The degree to which one is treated with dignity and respect. “ Was I treated well?”

34. If you study really hard and only get a B on an exam, but your classmate barely studies at all and gets an A, what theory will help explain why you feel less motivated to go to class? Chapter Check-Up: Motivation

36. Expectancy Theory. Would a gym membership be considered a motivator or hygiene factor, according to Herzberg? Discuss with a classmate. Chapter Check-Up: Motivation

37. Putting It All Together