2. HOW DO HUMANS NEED INFLUENCE MOTIVATION TO
WORK?
Motivation accounts for the level, direction, and
persistence of effort expanded at work
Maslow described a hierarchy of needs topped by self-
actualization
Need – unfulfilled psychosocial or psychological desire
Lower order needs – physiological, safety and social
needs in Maslow’s hierarchy
Higher-order needs are esteem and self-actualization
needs in Maslow’s hierarchy
3.
4. Alderfer’s ERG theory deals with existence, relatedness
and growth needs
Existence needs – desires for physiological and material
well-being
Relatedness needs – desires for satisfying interpersonal
relationships
Growth needs – desires for continued physiological
growth and development
5. McClelland identified acquired needs for achievement,
power and affiliation
Need for achievement – desire to do something better, to
solve problems or to master complex tasks
Need for power – desire to control, influence, or be
responsible for other people
Need for affiliation – desire to establish and maintain
good relations with people
6. Hezberg’s two-factor theory focuses on higher-order
need satisfaction
Satisfier factor – found in job content such as a sense of
achievement, recognition, responsibility, advancement, or
personal growth
Hygiene factor – found in the job context, such as
working conditions, interpersonal relations, organization
policies, and salary
7.
8. The Core Characteristics model integrates motivation
and job design
Job design – allocation of specific work tasks to individual
and groups
Job enrichment – increases job content by adding work
planning and evaluating duties normally performed by the
supervisor
9.
10.
11. HOW DO THOUGHT PROCESSES AND DECISIONS
AFFECT MOTIVATION TO WORK?
Equity theory explains how social comparisons motivate
individual behavior
Perceived negative inequity – discomfort felt over being
harmed by unfair treatment
Perceived positive inequity – discomfort felt over
benefiting from an unfair treatment
12.
13. Expectancy theory considers Motivation = Expectancy x
Instrumentality x Valence
Expectancy – the person’s belief that working hard will
result in high task performance
Instrumentality – person’s belief that various outcomes
will occur as a task or performance
Valence – the value a person assigns to work-related
outcomes
Self-efficacy – person’s belief that they are capable of
performing a task
14.
15. Goal setting theory shows that well-chosen and well-set
goals can be motivating
16. HOW DOES REINFORCEMENT INFLUENCE
MOTIVATION TO WORK?
Operant conditioning influences behavior by
controlling its consequences
Law of effect – states that behavior followed by
pleasant consequences is likely to be repeated;
behavior followed by unpleasant consequences is
not
Operant conditioning – control of behavior by
manipulating its consequences
17.
18. Positive reinforcement – strengthens behavior by making a
desirable consequence contingent on its occurrence
Negative reinforcement - strengthens behavior by making an
avoidance of undesirable consequence contingent on its
occurrence
Punishment – discourages a behavior by making an
unpleasant consequence contingent on its occurrence
Extinction – discourages a behavior by making an the removal
of a desirable consequence contingent on its occurrence
19. Positive reinforcement connects desirable behavior with
pleasant consequences
Shaping – positive reinforcement of successive
approximations to desired behavior
Law of contingent reinforcement – deliver the reward only
when desired behavior occurs
Law of immediate reinforcement – deliver the reward as
soon as possible after the desired behavior occurs
20.
21. Punishment connects undesirable behavior with
unpleasant consequences
