Lecture 6

MOTIVATION PART 1:

CONTENT THEORIES

Class Overview

• Lecture - – introduction to motivation– content theories of motivation

• Video ABC News: “Joys and risks of the daddy track” (5 mins)

The Nature of Motivation

• Motive: the source or cause of goal directed behavior

• Motivation: The direction, intensity and duration of goal directed behavior

• Motivation is a complex phenomenon– Motives cannot be directly observed – Some motives are dynamic, they disappear

after they are satisfied– Some motives remain active even when

original goal is attained

Need Theories of Motivation

• Focus upon the internal causes of behavior

• Describe the ‘content’ of motivation

• Three approaches:– Murray’s Thematic Apperception Test

(TAT)– The McClelland Studies– Maslow’s hierarchy of needs

Murray’s Thematic Apperception Test

• A test designed to uncover people’s dominant needs

• Respondents are shown a series of pictures and asked to create stories

• Murray found people’s stories reflect their dominant needs

• Establishes the presence and strength of various needs

The McClelland Studies

• An application of Murray’s approach that applies directly to the work context

• McClelland used story telling to study dominant needs focusing only on a limited set of needs:– The need for Achievement– The need for Affiliation– The need for Power

• Need for Achievement (n.ach.):– preference for risks, responsibility, specific

feedback, and intrinsic rewards (satisfaction) rather than money

• Need for Affiliation (n.aff.)– warm and friendly in relationships, and may

avoid confrontation

• Need for Power (n.p.)– preference for control and domination of their

environment, including others

The McClelland Studies (cont.)

Findings from the McClelland Studies

• Dominant n.ach. Associated with high performance levels and executive success

• Different patterns of needs are related to success in different settings:– high n.ach, a moderate n.p, and a low n.aff.

Predicts success for non-technical managers but not technical managers

• Dominant high n.ach. is not appropriate for every job

Maslow’s Hierarchy of Needs

• Abraham Maslow • categorized needs

– deficiency needs– growth needs

• recognized their rational order– lower (deficiency) needs associated with essential

survival – higher (growth) needs associated with personal

development

Maslow’s Hierarchy

GrowthNeeds

Physiological

Safety

Social

Esteem

Self Actualization

DeficiencyNeeds

Maslow’s Hierarchy of Needs (cont.)

• Prepotency: May occur if a lower level need regains dominance

• Needs typically emerge gradually, and are partially satisfied

Complete Hierarchy

• Physiological needs: Food, water, sleep, oxygen, warmth, freedom from pain; most basic level

• Safety needs: Relate to obtaining a secure environment in which an individual is free from threats; e.g. job tenure, savings accounts, insurance policies

Complete Hierarchy (cont.)

• Social needs: Needs for affection, love, sexual expression

• Esteem needs: Concern for self-respect and esteem of others

• Self-actualization needs: Desire for fulfillment in terms of parenting, athletics, artistic success, occupational success

Criticisms of Maslow’s Work

• Maslow’s research was based upon the study of neurotic patients

• The hierarchy may not be consistent for all individuals

• It is hard to identify self-actualized people

Herzberg’s Two Factor Theory

• Hertzberg proposes two completely separate sets of factors,

• Hygiene factors, whose absence leads to dissatisfaction

• Motivators/Satisfiers whose presence leads to feelings of satisfaction

Herzberg’s Two Factor Theory (cont.)

• Hygiene Factors: Stemmed from the context in which the job was performed, e.g. job security, company policies, interpersonal relations, working conditions

• Motivator Factors: Pertained to the content of the job; e.g. career advancement, recognition, achievement, sense of responsibility

Herzberg’s Two Factor Theory (cont.)

• Absence of hygiene factors results in dissatisfaction

• Presence of hygiene factors leads to a neutral state - i.e. feelings of “no dissatisfaction”

• Absence of motivator factors results in a neutral state - i.e. feelings of “no satisfaction”

• Presence of motivator factors results in feelings of satisfaction

Herzberg’s Two Factor Theory (cont.)

• Conclusion: – it takes more than money to motivate – what are some non-monetary rewards that

might motivate you?

• Criticism:– categories are unclear e.g. salary

Summary

• We now understand what motivation is

• Content theories of motivation focus upon the motivating factors that drive us

• needs are internal motivators

• rewards are external motivators that satisfy internal needs