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Copyright © 2015 Pearson Education Ltd.

Chapter 7: Motivation Concepts

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Copyright © 2015 Pearson Education Ltd.

The three key elements of motivation are: 1. Intensity: concerned with how hard a person

tries.2. Direction: the orientation that benefits the

organization. 3. Persistence: a measure of how long a person

can maintain his/her effort.

LO 1

Key Elements of Motivation

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Marlow’s Hierarchy of NeedsLO 2

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Theory X assumptions are basically negative. Employees inherently dislike work and must be

coerced into performing. Theory Y assumptions are basically positive.

Employees can view work as being as natural as rest or play.

LO 2Theory X and Theory Y

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LO 2 Herzberg’s Two-Factor Theory

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The theory focuses on three needs: 1. Need for achievement (nAch)2. Need for power (nPow)3. Need for affiliation (nAfl)

LO 2 McClelland’s Theory of Needs

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Self-Determination Theory

Proposes that people prefer to feel they have control over their actions.

Self-determination theory acknowledges that extrinsic rewards can improve even intrinsic motivation under specific circumstances.

Self-concordance: considers how strongly people’s reasons for pursuing goals are consistent with their interests and core values.

LO 3

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Job Engagement

Job engagement is the investment of an employee’s physical, cognitive, and emotional energies into job performance.

What makes people more engaged in their job? The degree to which an employee believes it is

meaningful to engage in work. A match between the individual’s values and the

organization’s. Leadership behaviors that inspire workers to a

greater sense of mission.

LO 4

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Goal-Setting Theory,

Goal-Setting Theory : Goals tell an employee what needs to be done and how much effort is needed.

Three other factors influencing the goals-performance relationship: Goal commitment Task characteristics National culture

LO 5

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Self-efficacy theory is an individual’s belief that he or she is capable of performing a task. Enactive mastery Vicarious modeling Verbal persuasion Arousal

Also known as social cognitive theory and social learning theory.

LO 5

Self-Efficacy Theory

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LO 5 Joint Effects of Goals and Self-Efficacy Theory

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Reinforcement theory: behavior is a function of its consequences.

Operant conditioning theory: people learn to behave to get something they want or to avoid something they don’t want. B.F. Skinner’s behaviorism

LO 5

Reinforcement Theory

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Social-learning theory: we can learn through both observation and direct experience. Models are central, and four processes determine

their influence on an individual:1. Attentional processes2. Retention processes3. Motor reproduction processes4. Reinforcement processes

LO 5

Social-learning theory

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Equity TheoryLO 6

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LO 6 Organizational Justice as a Refinement of Equity Theory

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LO 7Expectancy Theory

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Compare Contemporary Theories of Motivation

LO 8

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