1. Motivation: Theory & Practice

2. Lesson Objective
Theories of Motivation
The Role of Money 1

3. Content Theories Maslow’s Hierarchy of Need Alderfer’s ERG Theory
McClelland’s Need for Achievement
Herzberg’s Two Factor Theory 3

4. Theories of Motivation
Content Theories
Identifies a list of things that motivate behavior
Process Theories
Identifies how behavior is initiated, sustained, and terminated. 2

5. Maslow
Self-
Actualization
Esteem
Affiliation
Security
Physiological 4

6. Maslow A satisfied need ceases to motivate behavior
Several needs affect a person’s behavior at any one time
Lower level needs must be satisfied before higher level needs are activated
More ways to satisfy higher level needs than lower level needs

7. Maslow Fulfillment off the Job Need Hierarchy Fulfillment on the Job
Education, religion,hobbies
personal growth
Self-Actualization
Needs
Opportunities for training,
advancement, growth, and creativity
Approval of family, friends,
community
Esteem Needs
Recognition, high status,
increased responsibilities
Family, friends, community
groups
Belongingness Needs
Work groups, clients,coworkers,
supervisors
Freedom from war, pollution,
violence
Safety Needs
Safe work,fringe benefits, job security
Food, water, shelter
Physiological Needs
Heat, air, base salary

8. Needs Hierarchy Theory
Alderfer
Needs Hierarchy Theory
ERG Theory
Alderfer’s model has three sets of needs conceptualized as a continuum.
Adds frustration-regression process to Maslow’s model
Somewhat more research support than Maslow’s theory
Self-
Actualization
Growth
Esteem
Belongingness
Relatedness
Safety
Existence
Physiological 5

9. McClelland nAch - Need for achievement nPow - Need for Power
nAff - Need for Affiliation
entrepreneurs
managers
Social 5

10. Herzberg Hygiene Factor
Working conditions, salary, wages, co-workers, job security, vacation days, sick days, health insurance. (Context) 6

11. Herzberg
Motivators
The job itself, achievement, recognition, responsibility. (Content) 7

12. Process Theories Vroom’s VIE Adams’ Equity Locke’s Goal Setting Theory8

13. Vroom Valence : perceived value of reward
Instrumentality : perceived relationship between behavior and outcomes
Expectancy : belief that effort will lead to performance 9

14. Vroom Outcome 1 Effort Performance Outcome 2 Outcome 3
E-to-P
Expectancy
P-to-O
Expectancy
Outcomes & Valences
Outcome 1
+ or -
Effort
Performance
Outcome 2
+ or -
Outcome 3
+ or - 9

15. Vroom Increasing the E-to-P expectancy
training, selection, resources, clarify roles, provide coaching and feedback
Increasing the P-to-O expectancy
Measure performance accurately, clarify outcomes, explain how rewards are based on past performance, provide examples
Increasing outcome valences
Use valued rewards, individualize rewards, minimize countervalent outcomes

16. Adams Outcomes vs. Inputs Relevant Other
Inequity is stress. Stress is Motivation 10

17. Adams Overreward Inequity Underreward Inequity Comparison Other You
Outcomes
Inputs
Overreward
Inequity
Outcomes
Inputs
Underreward
Inequity

18. Adams Individual perceives inequality Individual experiences tension
wants to
reduce
tension
Individual
takes
action

19. Adams: Dealing with Perceived Inequity
Actually change inputs
Actually change outcomes
Mentally distort inputs or outcomes
Leave organization or transfer to another department
Change the reference group
Distort others’ inputs or outcomes

20. Locke Goal Setting Theory Goals effect intentions
Goals are Specific, Difficult, Accepted 11

21. Locke Specific Relevant Challenging Task Effort Task Performance
Commitment
Participation
Feedback

22. Locke Task Performance Goal Difficulty High Area of Optimal Goal
Low
Moderate
Challenging
Impossible
Goal Difficulty

23. Money And Motivation Valence Stability Effect on Performance
Primary vs. Secondary 13