The document summarizes several prominent content and process theories of motivation. Content theories discussed include Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's motivation-hygiene theory, and McClelland's learned needs theory. Process theories covered are Bandura's self-efficacy theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each theory is briefly described in 1-3 bullet points highlighting their key constructs or principles.

1. Motivation
Content Theories and Process Theories

2. Content Theories
 Need Hierarchy Theory
 Existence Relatedness Growth Theory
 Motivation-Hygiene Theory
 Learned Needs Theory

3. Abraham Maslow’s Need
Hierarchy Theory
 Physiological Needs
 Safety Needs
 Social Needs
 Esteem Needs
 Self-Actualization Needs

4. Clayton Alderfer’s Existence
Relatedness Growth Theory
 Existence Needs (Physiological and Material Desires)
 Relatedness Needs (Interpersonal Relationships)
 Growth Needs (Intrinsic Desire to Grow, Develop, and
Fulfill Potential)

5. Frederick Herzberg’s Motivation-
Hygiene Theory
 Focuses on identifying factors that arouse either positive
or negative attitudes toward work
 Reported good feelings generally associated with the job
itself
 Reported bad feelings generally associated with the
environment surrounding the job

6. David C. McClelland’s Learned
Needs Theory
 Need for Achievement (nAch): Wanting to accomplish
challenging but attainable goals
 Need for Affiliation (nAff): Having the desire for friendly
and close interpersonal relationships
 Need for Power (nPow): Wanting to influence
others, take control, and change people and situations

7. Process Theories
 Albert Bandura’s Self-Efficacy Theory
 Victor Vroom’s Expectancy Theory
 Stacy Adams’s Equity Theory
 Edwin Locke’s Goal-Setting Theory

8. Albert Bandura’s Self-Efficacy
Theory
 Past Performance is the most important source of self-
efficacy
 Vicarious Experience, or seeing someone else
succeed, may boost our self-efficacy
 Verbal Persuasion involves convincing people that
they can succeed
 Emotional Cues—for example, experiencing negative
physiological symptoms because one expects to fail

9. Victor Vroom’s Expectancy
Theory
 Outcomes: End results of certain work behaviors
 Expectancy: Strength of belief that job-related effort
will result in a certain performance level
 Instrumentality: Relationship between performance
and rewards
 Valence: Strength of an employee’s preference for a
particular outcome or reward

10. Stacy Adams’s Equity Theory
 Argues that employees value the equity, or fairness, of
their outcomes by a process of social comparison
 When these ratios are equal, the employee feels that a
fair and equitable exchange exists
 Inequity can occur in either direction

11. Edwin Locke’s Goal-Setting
Theory
 Difficult goals lead to higher performance
 Specific goals lead to higher performance
 Goals direct attention, mobilize effort, increase
persistence, and motivate searches for performance
strategies
 Feedback is necessary
 Goal commitment is necessary
 Individual differences are not related to goal-setting
performance