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Learning Outcomes: Motivation

Describe the five levels of Maslow’s Hierarchy TheoryOutline the three areas of Alderfer’s ERG modelContrast McGregor’s Theory X and Theory YDescribe the impact of the three needs of the McClelland TheoryExplain the Goal-setting Theory for motivationExplain the relationship between the three contingencies of Vroom’s Expectancy TheoryGain a greater understanding of one’s own motivational needs through self assessment

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Motivation

Motivation is the willingness of a person to exert high levels of effort to satisfy some individual need or want.

The effort is a measure of intensity.

Need – Some internal state that makes certain outcomes appear attractive.

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Maslow’s Hierarchy of Needs

Safety/Security NeedsPhysical Needs

Social/Belonging NeedsEgo or Esteem Needs

Self-actualization

Lower

Order Need

s

Higher

Order N

eeds

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Behavioral Models of Motivation

Maslow’s hierarchy of needsMotivation as a means of satisfying human needsFive types of needs:

Physiological: food, water, sleep, exercise, etc.Safety: security, shelter, normalcy in daily lifeLove and belongingness: affection and acceptance as part of a family or a groupEsteem or status: respect from others; need to feel competent, confident, important, and appreciated; self-respectSelf-actualization: the need to realize one’s own potential, to achieve dreams & ambitions; hunger for knowledge and understanding; to do things for the sake of doing them

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Alderfer’s ERG Theory of Motivation

Existence

Relatedness Growth

All needs are operative at one time

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McGregor’s Theory X & YTheory X

Managers are pessimistic about workers’capabilities.

Managers believe people dislike work, seek to avoid responsibility, and are not ambitious.

Employees must be closely supervised.

Theory YManagers are more optimistic about workers’capabilities.

Managers believe people enjoy work, willingly accept responsibility, exercise self-control, have the capacity to innovate, and work is as natural as play.

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McClelland’s Needs TheoryThe need for Achievement:

is the drive to accomplish challenging goals.

The need for Power:is the desire to control others; to influence others’behavior according to one’s wishes.

The need for Affiliation:is the desire for close relationships with others.

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Goal Setting TheoryA goal is what a person tries to attain, accomplish, or achieve.

Goals tell an employee what needs to be done and how much effort will need to be expended.

A specific hard goal that is understood and accepted by the individual acts as an internal stimulus.Specific hard goals produce a higher level of output than does the generalized goal of “do your best.”

The specificity of the goal itself acts as an internal stimulus.

Feedback is critical and acts to guide behavior.

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Expectancy Theory

The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The theory focuses on three relationships:

effort-performance relationship.performance-reward relationship.reward-personal goals relationship.

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Expectancy TheoryEffort-performance relationship:

the probability perceived by the individual that exerting a given amount of effort will lead to performance.

Performance-reward relationship:the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome.

Reward-personal goals relationship:the degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual.

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SummaryMotivation is what makes people go and it is a reaction of some internal stimuli.Motivation towards better performance depends on the satisfaction of needs.Needs are felt and their intensity varies from one person to another, from time to time, and so does the extent to which they are motivating.