1. Motivation

2. Needs Needs Theories of Motivation
-Unfulfilled physiological and psychological desires of an individual
-Explain workplace behavior and attitudes
-Create tensions that influence attitudes and behavior
-Good managers and leaders facilitate employee need satisfaction

3. Needs Theories of Motivation

4. Opportunities for satisfaction in Maslow’s hierarchy of human needs
Esteem needs
Responsibility of an important job
Promotion to higher status job
Praise and recognition from boss
What satisfies higher-order needs
Self-actualization needs
Creative and challenging work
Participation in decision making
Job flexibility and autonomy

5. What satisfies lower-order needs?
Social needs
Friendly coworkers
Interaction with customers
Pleasant supervisor
Safety needs
Safe working conditions
Job security
Base compensation and benefits
Physiological needs
Rest and refreshment breaks
Physical comfort on the job
Reasonable work hours

6. Needs Theories of Motivation
-Deficit principle
A satisfied need is not a motivator of behavior
-Progression principle
A need at one level does not become activated until the next lower – level need is satisfied

7. Needs Theories of Motivation
ERG theory
-Developed by clayton alderfer
-three need levels
Existence needs
Desires for physiological and material well-being
Relatedness needs
Desires for satisfying interpersonal relationships
Growth needs
Desires for continued psychological growth and development

8. Needs Theories of Motivation
Two-factor theory
-Developed by frederick Herzberg
-Hygiene factors:
Elements of the job context
Sources of job dissatisfaction
-Satisfier factors:
Elements of the job content
Sources of job satisfaction and motivation

9. Herzberg’s two-factor theory
Herzberg’s Two-factor principle
Job Dissatisfaction
Job satisfaction
Influenced by
Hygiene Factors
Working conditions
Coworker relations
Policies and rules
Supervisor quality
Base wage, salary
Influenced by
Motivator Factors
Achievement
Recognition
Responsibility
Work itself
Advancement
Personal growth
Improving the motivator factors increases job satisfaction
Improving the hygiene factors decreases job dissatisfaction

10. Needs Theories of Motivation
Acquired needs theory
-Need for achievement (nAch)
Desire to do something better or more efficiently, to solve problems, or to master complex tasks
-People high in (nAch) prefer work that:
Involves individual responsibility for results
Involves achievable but challenging goals
Provides feedback on performance

11. Process theories of motivation
Equity theory
-Developed by J. Stacy Adams
-When people believe that they have been treated unfairly in comparison to others, they try to eliminate the discomfort and restore a perceived sense of equity to the situation
Perceived inequity
Perceived equity

12. Process theories of motivation
Equity theory
-People respond to perceived negative inequity by changing …
Work inputs
Rewards received
Comparison points
Situation

13. Process theories of motivation
Expectancy theory
-Developed by Victor Vroom
-Key expectancy theory variables:
Expectancy – belief that working hard will result in desired level of performance
Instrumentality – belief that successful performance will be fallowed by rewards
Valence _ value a person assigns to rewards and other work related outcomes

14. Elements in the expectancy theory of motivation
Work-related outcomes
and realize
Person exerts
Work effort
To achieve
Task performance
Instrumentality
“What work outcomes will be received as a result of the performance?”
Expectancy
“Can I achieve the desired level of task performance?”
Valence
“How highly do I value work outcomes?”

15. Process theories of motivation
Goal-setting theory
-Participation in goal setting
Unlocks the motivational potential of goal setting
Management by objective (MBO) promotes participation
When participation is not possible, workers will respond positively if supervisory trust and support exist

16. Process theories of motivation
Self-Efficacy Theory
A person’s belief that he or she is capable of performing a task
-Capability directly affects motivation
Higher self-efficacy will have higher expectancy
Self-efficacy is linked to performance goal setting

17. Process theories of motivation
Self-Efficacy Theory
-Enactive mastery
Person gains confidence through positive experience
-Vicarious modeling
Learning by observing others
-Verbal persuasion
Encouragement from others that one can perform a task
-Emotional arousal
High stimulation or energy to perform well in a situation

18. Reinforcement theory Operant conditioning strategies:
-Positive reinforcement
Increases the frequency of a behavior through the contingent presentation of a pleasant consequence
-Negative reinforcement
Increases the frequency of a behavior through the contingent removal of an unpleasant consequence

19. Reinforcement theory
Successful implementation of positive reinforcement is based on
-Law of contingent reinforcement-
Reward delivered only if desired behavior is exhibited
-Law of immediate reinforcement-
More immediate the delivery of a reward, the more reinforcement value it has

20. Schedules of reinforcement:
-Continuous reinforcement administers a reward each time a desired behavior occurs -Intermittent reinforcement rewards behavior only periodically -Acquisition of behavior is quicker with continuous reinforcement -Behavior acquired under an intermittent schedule is more permanent -Shaping is the creation of a new behavior by positive reinforcement of successive approximations to it