motivation theories
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Motivation theoriesTRANSCRIPT
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Chapter 5
Motivation Theories
Achievement requires
effort
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Chapter Study Questions
What is motivation?
What can we learn from the needs theories
of motivation?
5-2Copyright © 2010 John Wiley & Sons, Inc.
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What is Motivation?
Motivation Individual forces that account for the
direction, level, and persistence of a person’s effort expended at work. Direction - an individual’s choice when
presented with a number of possible alternatives.
Level - the amount of effort a person puts forth.
Persistence - the length of time a person sticks with a given action.
5-3Copyright © 2010 John Wiley & Sons, Inc.
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What is Motivation?
Types of motivation theories Content theories
Focus on individual needs – that is, physiological
or psychological deficiencies that we feel a
compulsion to reduce or eliminate.
Process theories
Focus on the thoughts, or cognitive processes,
that take place within the minds of people and
that influence their behavior.
5-4Copyright © 2010 John Wiley & Sons, Inc.
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What is Motivation?
Motivation Across Cultures
Motivation theories are largely developed from
a North American perspective.
They are subject to cultural limitations and
contingencies.
5-5Copyright © 2010 John Wiley & Sons, Inc.
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What can We Learn From the Needs Theories of Motivation?
Maslow’s Hierarchy of Needs Theory
Identifies five levels of individual needs.
Assumes that some needs are more
important than others and must be
satisfied before the other needs can serve
as motivators.
5-6Copyright © 2010 John Wiley & Sons, Inc.
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Figure 5.1 Higher-order and lower-order needs in Maslow’s hierarchy of needs.
5-7Copyright © 2010 John Wiley & Sons, Inc.
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What can We Learn From the Needs Theories of Motivation?
Existence:Desire for
physiological and material well-being
Relatedness:
Desire for satisfying
interpersonal relationships
Growth:Desire for continued
personal growth and development.
5-8Copyright © 2010 John Wiley & Sons, Inc.
Alderfer’s ERG Theory of Motivation
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What can We Learn From the Needs Theories of Motivation?
Acquired needs theory
Need for achievement (nAch).
The desire to do something better or more efficiently, to
solve problems, or to master complex tasks.
Need for affiliation (nAff).
The desire to establish and maintain friendly and warm
relations with others.
Need for power (nPower).
The desire to control others, to influence their behavior, or to
be responsible for others.
5-9Copyright © 2010 John Wiley & Sons, Inc.
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What can We Learn From the Needs Theories of Motivation?
Two-Factor Theory
Identifies two different factors as primary
causes of job satisfaction and job
dissatisfaction.
Also known as the motivator-hygiene
theory.
5-10Copyright © 2010 John Wiley & Sons, Inc.
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What can We Learn From the Needs Theories of Motivation?
Hygiene factors
Sources of job dissatisfaction associated
with job context.
Job dissatisfaction results when hygiene
factors are poor.
Improving the hygiene factors only
decreases job dissatisfaction.
5-11Copyright © 2010 John Wiley & Sons, Inc.
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What can We Learn From the Needs Theories of Motivation?
Motivator factors
Sources of job satisfaction related to job
content.
Presence or absence of motivators is the
key link to satisfaction.
5-12Copyright © 2010 John Wiley & Sons, Inc.
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Sources of dissatisfaction and satisfaction in Herzberg’s two-factor theory.
Copyright © 2010 John Wiley & Sons, Inc. 5-13
• Policies• Salary• Supervision• Work conditions• Relationships• Status
Hygiene Factors
• Achievement• Recognition• Meaningful work• Responsibility• Advancement• Growth
Motivator Factors
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Chapter 6
Motivation and Performance
It’s about person-job fit
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Copyright © 2010 John Wiley & Sons, Inc.6-15
Figure 6.1 Integrated Model of Individual Motivation to Work.
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What is the link between motivation, performance, and rewards?
The Integrated Model
combines four key theories
of organizati
onal behavior:
• Reinforcement – immediately rewarding positive behaviors with valued outcomes.
• Equity – assuring fairness in type and distribution of rewards.
• Content – acknowledging individual differences in motivational value
• Expectancy – creating a linkage among ‘effort>performance>reward’.
6-16Copyright © 2010 John Wiley & Sons, Inc.
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Copyright © 2010 John Wiley & Sons, Inc.6-17
What is the link between motivation, performance, and rewards?
Intrinsic rewards
› Positively valued work outcomes that the
individual receives directly as a result of
task performance.
Extrinsic rewards
› Positively valued work outcomes that are
given to an individual or group by some
other person or source in the work setting.
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What is the link between motivation, performance, and rewards?
Pay for performance – the concept that
monetary rewards are in whole, or in part,
linked to accomplishments (individual or team).
Programs that provide incentives for employees to
increase their outputs.
In the 2008-09 economic recession, HRGURU finds
that employers are finding that ‘cash is still king’
when it comes to incentives.
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Copyright © 2010 John Wiley & Sons, Inc.6-19
What is the link between motivation, performance, and rewards?
Merit pay
› Compensation system that directly ties an
individual’s salary or wage increase to
measures of performance accomplishments
during a specific time period.
› Seeks to create a belief among employees
that the way to achieve high pay is to
perform at high levels.
› Bonus – additional monetary award that
meets specified benchmarks.
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Copyright © 2010 John Wiley & Sons, Inc.6-20
What is the link between motivation, performance, and rewards?
Gain sharing
› Gives workers the opportunity to earn
more by receiving shares of any
productivity gains that they help to
create.
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Copyright © 2010 John Wiley & Sons, Inc.6-21
What is the link between motivation, performance, and rewards?
Profit-sharing plans
› Reward employees based on overall
organizational profit.
Criticism: organizational profits are not
always a direct result of employees’ efforts,
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What is the link between motivation, performance, and rewards?
Skill-based pay
› Rewards people for acquiring and
developing job relevant skills.
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What is the link between motivation, performance, and rewards?
Stock Options
Provide employees with an opportunity to
buy shares of stock at a future date at a
fixed price.
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What is the link between motivation, performance, and rewards?
Employee stock ownership plans
(ESOPs)
May give stock to employees, or allow
stock to be purchased at a price below
market value.
6-24Copyright © 2010 John Wiley & Sons, Inc.