MOTIVATION CONCEPT industrial and organization psychology Findy Suri

MOTIVATION CONCEPT industrial and organization psychology - Findy Suri - UMA

Defining Motivation Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries industrial and organization psychology - Findy Suri - UMA

Early Theory of motivation -Maslow’s Hierarchy of Needs Theory -Mc. Gregor’s Theory X and Theory Y -Herzberg’s Two-Factor (Motivation. Hygiene) Theory -Mc. Clellan’s Theory of Needs (Three Needs Theory) industrial and organization psychology - Findy Suri - UMA

Maslow’s Hierarchy of Needs Theory Upper Self. Actualization Esteem Social Lower Safety Psychological industrial and organization psychology - Findy Suri - UMA

Maslow’s Hierarchy of Needs ■ Physiological includes hunger, thirst, shelter, sex and other bodily needs ■ Safety includes security and protection from physical and emotional harm ■ Social includes affection, belongingness acceptance, and friendship ■ Esteem includes internal esteem factors such as self-respect, autonomy, and achievement; and external esteem factors such as status, recognition, and attention ■ Self-actualization the drive to become what one is capable of becoming; includes growth, achieving one’s potential, and self-fulfillment industrial and organization psychology - Findy Suri - UMA

Theory X and Theory Y (Douglas Mc. Gregor) industrial and organization psychology - Findy Suri - UMA

Herzberg’s Two-Factor Theory • Quality of supervision • Pay • Company policies • Physical working conditions • Relationships • Job security Satisfied • Promotional opportunities • Opportunities for personal growth • Recognition • Responsibility • Achievement Dissatisfied industrial and organization psychology - Findy Suri - UMA Motivation Factors Hygiene Factors Not Dissatisfied Not Satisfied

David Mc. Clelland’s Theory of Needs n. Pow n. Ach industrial and organization psychology - Findy Suri - UMA n. Aff

Mc. Clelland's Theory of Needs ■ Need for Achievement (n. Ach) The drive to excel ■ Need for Power (n. Pow) The need to make others behave in a way they would not have behaved otherwise ■ Need for Affiliation (n. Aff) The desire for friendly and close interpersonal relationships industrial and organization psychology - Findy Suri - UMA

Mc. Clelland's High Achievers ■ High achievers prefer jobs with: – Personal responsibility – Feedback – Intermediate degree of risk (50/50) ■ High achievers are not necessarily good managers ■ High n. Pow and low n. Aff is related to managerial success industrial and organization psychology - Findy Suri - UMA

Contemporary Theories of Motivation Self-Determination Theory Job engagement Goal-Setting Theory Equity Theory industrial and organization psychology - Findy Suri - UMA

Self-Determination Theory People prefer to have control over their actions so when they feel they are forced to do something they previously enjoyed motivation will decrease One example is the Cognitive Evaluation Theory proposes that the introduction of extrinsic rewards for work (pay) that was previously intrinsically rewarding tends to decrease overall motivation. � Verbal rewards increase intrinsic motivation, while tangible rewards undermine it industrial and organization psychology - Findy Suri - UMA

Goal-Setting Theory Goals increase performance when the goals are: � Specific � Difficult, but accepted by employees � Accompanied by feedback (especially selfgenerated feedback) Why? ? ü Focus ü Energy ü Effort Strategy industrial and organization psychology - Findy Suri - UMA

Equity Theory Employees weigh what they put into a job situation (input) against what they get from it (outcome). They compare their input-outcome ratio with the input-outcome ratio of relevant others. Jane best student- pay well / month, after 12 months his motivation decrease. . My Output My Input Your Output Your Input industrial and organization psychology - Findy Suri - UMA

Equity Theory: Forms of Justice industrial and organization psychology - Findy Suri - UMA