Ch 6 - Motivation Part 1: March 1, 2007

Motivation Components include… –Direction – –Intensity (arousal) – –Maintenance – Differs from performance Motives can conflict with each other Can be motivated by the work itself

Motivation Definitions An internal state that induces a person to engage in particular behaviors. Concerns the conditions responsible for variations in intensity, quality, and direction of ongoing behavior. Set of processes that drive people to behave in a way that directs, energizes, and sustains their work behavior.

Theories: Need-based theories Maslow’s Need Hierarchy –5 basic needs arranged in hierarchy – we work our way up through them. –1. Physiological –2. Safety –3. Social/Belonging –4. Esteem –5. Self-actualization

Need-Based Theories (cont) Alderfer’s ERG theory –Revised Maslow’s theory into 3 needs, met in any order –How does each match up w/Maslow’s levels? –1. Existence – –2. Relatedness – –3. Growth – –Less restrictive theory – how so? How can need theories be applied in orgs?

Need theory applications Best to help employees attain self-actualization –Example? Promote health/fitness –Work/family balance Financial security (safety needs) Social opportunities –Examples? Recognition to boost esteem (if link to behavior should help motivate) –Examples?

Goal-setting Theory Locke and Latham Drives and directs behavior; makes clear what is expected Self-efficacy impt in meeting goal; managers should choose realistic goals Leads to goal commitment

Applying goal-setting Decades of research – How does each variable play a role? –Goal acceptance - –Process of feedback –Difficulty of goals - –Specificity of goals -

Goal-setting applications Do not use: –Easy goals –Do your best goals Involve the employees in setting goals –Although some cultural differences based on power distance –Example? Problem – if linked with pay, incentive to choose easy goals

Justice Theories Adams’ Equity Theory - Importance of social comparisons We’re motivated to attain equity Compare our inputs & outcomes (ratio) to others’ ratios – perception is what counts Equity if [our] I:O = [other] I:O –or if both are ‘underpaid’ or both ‘overpaid’

Equity Theory (cont) Underpayment Inequity if: –Our I > O and Other I = O –Our I > O and Other I < O Overpayment Inequity if: –Our I = O and Other I > O –Our I O…etc. What do under- and overpayment lead to?

Restoring Equity Main options: –1) –2) –3) –4) Potential for cultural diffs in application of equity theory?