1. Theories of Motivation

2. Key Elements 1.Intensity: how hard a person tries 2.Direction: toward beneficial goal 3.Persistence: how long a person tries Key Elements 1.Intensity: how hard a person tries 2.Direction: toward beneficial goal 3.Persistence: how long a person tries Motivation The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. What is Motivation?

3. 3 Major Types of Motivation Theories Content Theories of Motivation –WHAT motivates us Process Theories of Motivation –WHY and HOW motivation occurs Reinforcement Theory –HOW outcomes influence behaviors

4. Content Perspectives on Motivation Content Perspectives –Approaches to motivation that try to answer the question, “What factors in the workplace motivate people?” Content Perspectives of Motivation –Maslow’s Hierarchy of Needs –Aldefer’s ERG Theory –McGregory’s Theory X and Theory Y –Herzberg’s Two-Factor Theory –McClelland’s Achievement, Power, and Affiliation Needs

5. Maslow’s Hierarchy of NeedsSelf- actualization Esteem Belongingness Security PhysiologyFood Achievement Status Friendship Stability Job Friends Pension Base NEEDS General Examples Organizational Examples jobChallenging title at work plan salary

6. Assumptions of Maslow’s Hierarchy Movement up the Pyramid Individuals cannot move to the next higher level until all needs at the current (lower) level are satisfied. Maslow Application: A homeless person will not be motivated to meditate! Maslow Application: A homeless person will not be motivated to meditate! Individuals therefore must move up the hierarchy in order

7. Maslow’s Hierarchy of Needs A Content Perspective What factor or factors motivate people Weakness of Theory –Five levels of need are not always present –Order is not always the same –Cultural differences Need’s Hierarchy in China …an example: –Belonging –Physiological –Safety –Self actualizing in service to society

8. Alderfer’s ERG Theory A Content Perspective Existence needs –Physiological Relatedness needs –How one individual relates to his/her social environment Growth needs –Achievement and self actualization

9. Alderfer’s ERG Theory A Content Perspective Satisfaction-Progression Frustration-Regression Growth Needs Relatedness Needs Existence Needs

10. Herzberg’s Motivation-Hygiene Theory

11. Process Perspectives of Motivation Why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained their goals. Process perspectives of Motivation –Goal Setting Theory –Equity Theory –Expectancy Theory

12. Goal-Setting Theory A Process Perspective Basic Premise: That specific and difficult goals, with self-generated feedback, lead to higher performance. Difficulty –Extent to which a goal is challenging and requires effort. Specificity –Clarity and precision of the goal. Goal Achievement Depends on: Acceptance –Extent to which persons accept a goal as their own. Commitment –Extent to which an individual is personally interested in reaching a goal.

13. Expectancy Theory The Basic Idea People tend to prefer certain goals, or outcomes, over others. They anticipate experiencing feelings of satisfaction should such a preferred outcome be achieved. Basically, people are motivated to behave in ways that produce valued outcomes.

14. Expectancy Theory A Process Perspective Motivation depends on how much we want something and how likely we are to get it –Elements Effort to Performance Expectancy (E) is the probability that effort will lead to performance. Performance to Outcome Expectancy (I) is the perception that performance leads to an outcome. Outcome is the consequence or reward for performance. Valence (V) is how much a particular outcome is valued.