Motivation
- willingness to exert high level of effort to achieve goals of org
- conditioned by satisfaction of certain individual needs
Theories and Principle of Motivation
- Maslow's Hierarchy of Needs
1) Physiological (lower order needs)
2) Safety and Security (lower order needs)
3) Social (higher order needs)
4) Esteem (higher order needs)
5) Self-Actualization (higher order needs)
Alderfer's ERG Theory
- Clayton Alderfer
- reduced Maslow's five needs into three
- activation of needs does not always progress from lower to higher
1) Existence
2) Relatedness
3) Growth Needs
McClelland Three Needs Theory
- David McClelland
- used Thematic Apperception Test (TAT) to identify needs about job motivation
1) Need for Achievement
- goal and task oriented
2) Need for Power
a. Socialized Power (used to benefit others - successful leadership)
b. Personal Power (used to benefit self)
3) Need for Affiliation (interpersonal relationship)
Two Factor Theory
- most popular theory
- Frederick Herzberg
1) Hygiene Factors
- pay, working conditions, job security, etc
- extrinsic
2) Motivation Factors
- intrinsic
- achievement, recognition, responsibility, advancement, etc
Techniques on Job Motivation
- Herzberg
1) Job Enrichment
- providing greater responsibility, decide to accomplish their work
2) Job Enlargement
- providing variety of tasks
- job rotation
Job Characteristics Model
- Hackman & Oldham
- developed a comprehensive model on motivation by job design
- elements in a job are organized
1) Skill Variety
- use of diff talents
2) Task Identity
- sense or ownership
3) Task Significance
- made an impact
4) Autonomy
5) Feedback
- able to be recognized
Goal Setting Theory
- Edwin Locke
- intention to work
Three Main Principles of Goal Setting Theory
1) Specific Goals - increase performance
2) Difficult Goals - higher performance
3) Feedback - higher performance
Reinforcement Theory
- BF Skinner
- behaviors can be learned and unlearned
- occurence of a desired performance or behavior
Equity Theory
- J. Stacy Addams
- expecting a fair return for what they contribute to their jobs
- inputs (efforts, experience, education, competence, etc)
- outcomes (pay, raises, recognition, etc)
Expectancy Theory
- Victor Broom
- these three should all be high
1) Expectancy
- believes that effort will lead performing job effectively
2) Instrumentality
- believes that effective performance will lead to rewards or outcomes
3) Valence
- values rewards or outcomes
The Carrot Principle
- Gostick and Elton
- org that recognizes excellence have an ave profit that is 3x higher than those that did not
- leaders that recognize employees' performance atleast 7 days tend to generate higher satisfaction and morale
- accelerators to engage people, retain talent, and increase peformance
