This document discusses theories of motivation and job satisfaction. It covers content theories like achievement motivation theory and need hierarchy theory, as well as process theories such as valence-instrumentality-expectancy theory and equity theory. Goal-setting theory is also examined. The document also explores factors that influence job satisfaction like personal characteristics, use of skills, and job congruence. Finally, it looks at the relationships between low job satisfaction, absenteeism, and turnover.

1. Motivation and Job Satisfaction
• Why is this important?
– Are you tired of unmotivated, uninterested, and
inept workers?
– One-third to one-half your life is spent at
work!!

2. Theories of Motivation
• Content Theories: Focus on the importance
of the work (e.g., challenges and
responsibilities)
– Specific needs that motivate human behavior
• Process Theories: Deal with the cognitive
processes used in making decisions about
our work

3. Content Theories
• Achievement Motivation Theory: David
McClelland. Emphasizes need to accomplish
something. Linked to successful managers
– Favor environment where they can assume
responsibility
– Take calculated risks and set attainable goals
– Need continuing recognition and feedback
• Managers high in achievement motivation
show more respect for subordinates and use
more participatory systems

4. Need Hierarchy Theory
• Abraham Maslow: proposed that we have a
hierarchy of needs. Once one is fulfilled we
can move on to the next
– Physiological
– Safety
– Belonging and Love
– Esteem
– Self-Actualization

5. ERG Theory
• Alderfer
• Similar to Maslow. We have needs, but in
this case they are not hierarchically
arranged
• Satisfying a need may increase its strength
– Existence Needs
– Relatedness Needs
– Growth Needs

6. Motivator-Hygiene (Two Factor)
Theory
• Motivator Needs: internal to work itself. If
conditions are met, job satisfaction occurs
– Job enrichment: expand a job to give employee
a greater role in planning, performing, and
evaluating their work
• Hygiene Needs: Features of work
environment. If not met, job dissatisfaction
occurs

7. Job Characteristics Theory
• If employees have a high need for growth,
specific job characteristics lead to
psychological conditions that lead to increased
motivation, performance, and satisfaction.
– Skill variety
– Unity of a job
– Task significance
– Autonomy
– Feedback

8. Process Theories
• Valence-Instrumentality-Expectancy (VIE)
Theory: people will work hard if they
expect their effort to lead to reward
• Importance of outcome determines its
strength as a motivator – supported by
research

9. Equity Theory
• Motivation is influenced by how fairly we
feel we are treated at work
– Benevolent Workers: martyrs. Feel guilt when
rewarded
– Equity Workers: Sensitive to fairness. Normal
– Entitled Workers

10. Goal-Setting Theory
• Idea that our primary motivation on the job
is defined in terms of our desire to achieve a
particular goal
– Research shows that having goals leads to
better performance than not having goals
– Specific goals are more motivating than general
– Moderately difficult goals are most motivating

11. High Performance Cycle
• Expands on Goal Setting Theory
• Specific, attainable goals influenced by
• Moderators (commitment to goal, self-
efficacy, task difficulty, feedback) and
• Mediating Mechanisms (universal task
strategies such as direction of attention,
effort and persistence)

12. Job Satisfaction
• Overall measures of satisfaction may be too
broad: current measures address different
facets of job satisfaction
• Overall job satisfaction rate has remained the
same for over 50 years
• Rates are much lower for government workers
• When people say they are satisfied, they often
mean they are not dissatisfied!!

13. Personal Characteristics and Job
Satisfaction
• Age: in general, increases with age
– Malcontents have stopped working
– Older workers have greater chance of fulfillment
• Gender: inconclusive results
• Race: whites are happier
• Cognitive Ability: slight negative relationship
between level of education and satisfaction

14. Personal Characteristics, Cont.
• Use of Skills
• Job Congruence
• Personality: less alienation and internal
locus of control lead to higher satisfaction
• Occupational Level: the higher the status
level the greater the satisfaction

15. Low Satisfaction and Job Behavior
• Absenteeism: any given day 16-20% of
workers miss work. Costs businesses $30
billion dollars a year
– Younger have higher absence rates
– Rates are influenced by economic conditions
• Turnover: Not always a bad thing!
– Functional Turnover: when bad workers leave
– Dysfunctional Turnover