The document discusses several theories of motivation including: reinforcement theory, which proposes that behaviors are influenced by their consequences; equity theory, which suggests employees compare their inputs and outcomes to others'; Maslow's hierarchy of needs; and expectancy theory, which proposes that motivation depends on expectations of outcomes and beliefs about performance leading to those outcomes. It also covers social cognitive theory and the role of self-efficacy and collective efficacy beliefs in motivation.

1. Motivation

2. Table of Contents
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3. Definition
– The process that accounts for an individual‟s
, , and of effort
towards attaining a goal.
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4. Reinforcement theory
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5. Reinforcement theory (Con.)
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6. Reinforcement theory (Con.)
they have been reinforced (rewarded) for that
behavior in the past.
The process of using reinforcement principles to
change behavior.
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7. Reinforcement theory (Con.)
increases the probability
of behaviors that they were contingent upon.
increases the probability
of behaviors by taking away or reducing its
intensity.
reduce the probability of behaviors.
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8. Reinforcement theory (Con.)
Punishment
May be effective
Positive
Reinforcement
Punishment
Only short term
suppression of the
undesirable
Positive
behaviors.
Reinforcement
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9. Reinforcement theory (Con.)
a fearful atmosphere, which undermines learning
and the effectiveness of communication.
– Use reward to get individuals engaged in an
activity, and then gradually withdraw the reward
when they show some interest.
– Make sure that it is clear to individuals what
behavior the reward is contingent.
– Reward genuine achievements, such as high
levels of effort and persistence. Avoid rewarding
performance that required little or no effort.
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10. Reinforcement theory (Con.)
– Use the most modest reward that will work.
– Make sure that the time between the desired
behavior and the reward is not so great that
reward has no effect.
– Make sure that rewards are realistically
available.
– Make sure that you treat employees fairly!
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11. Equity theory
– Employees contributed inputs
– Employees received outcomes in return.
– Education, Previous work experience, Effort on
the job, Training, and etc.
– Pay, Recognition, Praise by supervisors,
Promotion, and etc.
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12. Equity theory (Con.)
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13. Equity theory (Con.)
– has strong impact on
– is more important for
.
Procedural Perceived
Justice Distributed Justice
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15. Maslow’s Theory (Hierarchy of needs)
: bodily needs;
: security, protection from physical and
emotional harm;
: affection, belongingness, acceptance,
friendship;
: self-respect, autonomy, recognition,
attention;
: the drive to become what
one is capable of becoming;
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16. Maslow’s Theory (Con.)
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17. Maslow’s Theory (Con.)
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18. ERG Theory (Alderfer, 1970)
Existence Relatedness Growth
– More than one need may be operative at the
same time
– Order of needs may differ in different cultures
– If fulfillment of a higher level need is prevented,
the desire to satisfy a lower level need
increases.
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19. McClelland’s Theory of Needs
– Need for Achievement
– Need for Power
– Need for Affiliation
Achievement Job
Need Performance
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20. Two-factor (hygiene-motivation) Theory
„What do people want from their jobs?‟
such as
advancement, recognition, responsibility, and
achievements seemed to be to
.
was to
such as supervision, pay, company
policies, and working condition.
– Satisfaction and Dissatisfaction are not two
opposite sides of a continuum 20 from 33

21. Two-factor Theory (Con.)
Satisfaction No Satisfaction
:
Recognition, Responsibility, Advancement
Dissatisfaction No Dissatisfaction
:
Pay, Policies, Work Condition, Supervision
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22. Cognitive Evaluation Theory
– Allocating rewards for behavior that
had been previously rewarding
tends to decrease overall level of motivation.
– Individuals experiences a loss of control over his
or her own behavior so that the previous intrinsic
motivation diminishes.
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24. Expectancy Theory
– use rational approaches
– suggest that individuals choose behaviors based on
expectations of the outcomes of actions,
seeking to achieve the most desirable outcome
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25. Vroom’s expectancy theory
=
× ×
is the importance that the individual places upon
the expected outcome of a situation and is related to an
individual‟s expected incentive, preferences, and values.
is the belief that output from the
individual (EFFORT) and the success of the
situation are linked, e.g. if I work harder then this
will be better.
is the belief that the success of the
situation is linked to the expected outcome of the 25 from 33
situation, e.g. it's gone really well, so I'd expect praise.

26. Vroom’s expectancy theory (Con.)
Effort Performance Outcome
Expectancy Instrumentality
– Identify positively valent outcome;
– Increase expectancies;
– Make performance instrumental toward positive
outcome.
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27. Group Task
– An employee‟s motivation to become a manager;
– An employee‟s motivation to participate in a
training program.
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28. Motivational Aspects of Social
Cognitive Theory
“beliefs in one‟s capabilities to
organize and execute the
courses of action required to
produce given attainments” ( )
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29. Motivational Aspects of Social
Cognitive Theory (Con.)
– The more people believe in their capabilities for
given domains and tasks, the more likely they
will put effort into and persist with their activities,
especially when there are failures (
).
– An individual‟s self-efficacy also influences what
he or she chooses to do.
– Leaders high in leadership efficacy experience
low level of anxiety ( ).
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30. Motivational Aspects of Social
Cognitive Theory (Con.)
– Leaders‟ self-efficacy for leadership influence
follower‟s self-efficacy ( ).
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31. Motivational Aspects of Social
Cognitive Theory (Con.)
: Successful experiences are likely
to enhance self-efficacy, while failures may reduce self-efficacy.
These are the most influential sources of self-efficacy.
: refer to those by which people
appraise their capabilities in relation to others‟ attainments. The
information acquired from these experiences is likely to be
more influential for one‟s self-efficacy when the others are
similar to the individual.
: persuasion that one possesses certain
capabilities can affect self-efficacy. However, verbal persuasion
may be ineffective when it is used alone and inconsistent with
other sources, especially mastery experiences.
: Personal efficacy may
also be appraised when people interpret their physiological or
affective states. People may judge their fatigue, aches, pains,
and tensions to be signs of physical or affective incapability.
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32. Motivational Aspects of Social
Cognitive Theory (Con.)
– Dimensions of empowerment:
• Meaning
• Self-determination
• Self-efficacy
• Impact
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33. Motivational Aspects of Social
Cognitive Theory (Con.)
– Collective efficacy is defined as a group‟s shared
belief in its conjoint capabilities to organize and
execute the course of action required to produce
given levels of attainments” (
).
– Sources of collective efficacy
can be similar to sources of
self-efficacy.
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