Motivation The Meaning of Motivation Primary Motives Human

Motivation

The Meaning of Motivation

Primary Motives Human motives are variously called physiological, biological, unlearned, or primary. Two criteria must be met in order for a motive to be included in the primary classification: It must be unlearned, and it must be physiologically based. Even though the brain pathways will be developed in different ways and people develop different appetites for the various physiological motives, they will all have essentially the same primary needs.

General Motives • The Curiosity, Manipulation, and Activity Motives • The Affection Motive

Secondary Motives • The Power Motive • The Achievement Motive – Moderate Risk Taking – Need for Immediate Feedback – Satisfaction with Accomplishments – Preoccupation with the Task

Secondary Motives • • The Affiliation Motive The Security Motive The Status Motive Intrinsic versus Extrinsic Motives (Continued)

Work-Motivation Approaches

The Content Theories of Work Motivation • Maslow’s Hierarchy of Needs • Herzberg’s Two-Factor Theory of Motivation – Relation to Maslow’s Need Hierarchy – Contribution to Work Motivation – Critical Analysis of Herzberg’s Theory • Alderfer’s ERG Theory

The Content Theories of Work Motivation (Continued)

The Content Theories of Work Motivation (Continued)

The Content Theories of Work Motivation (Continued)

Herzberg’s Two-Factor Theory Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain – maintenance factor – contributes to employee’s feeling not dissatisfied – contributes to absence of complaints

Herzberg’s Two-Factor Theory Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain – maintenance factor – contributes to employee’s feeling not dissatisfied – contributes to absence of complaints

Herzberg’s Two-Factor Theory Motivation Factor – work condition related to the satisfaction of the need for psychological growth – job enrichment – leads to superior performance & effort

Motivation–Hygiene Theory of Motivation • Company policy and administration • Supervision • Interpersonal relations • Working conditions • Salary • Status • Security Hygiene factors avoid job dissatisfaction Motivation factors increase job satisfaction • Achievement recognition • Work itself • Responsibility • Advancement • Growth • Salary?

Motivation–Hygiene Combinations (Motivation = M, Hygiene = H)

Questions on Herzberg’s Theory • Is salary a hygiene or a motivational factor? • What role do individual differences (age, sex, social status, education) play? • What role do intrinsic job factors (work flow process) play?

The Content Theories of Work Motivation (Continued)

The Process Theories of Work Motivation • Vroom’s Expectancy Theory of Motivation – Meaning of the Variables – Implications of the Vroom Model for Organizational Behavior – Importance of the Vroom Model

The Process Theories of Work Motivation (Continued)

The Process Theories of Work Motivation • The Porter-Lawler Model – Implications for Practice – Contributions to Work Motivation (Continued)

The Process Theories of Work Motivation (Continued)

Motivational Theories X and Y Theory X A set of assumptions of how to manage individuals who are motivated by lower order needs Theory Y A set of assumptions of how to manage individuals who are motivated by higher order needs

Theories Applied to Needs Hierarchy SA Esteem Love (Social) Safety and Security Physiological Theory Y – a set of assumptions of how to manage individuals motivated by higher order needs Theory X – a set of assumptions of how to manage individuals motivated by lower order needs

Mc. Gregor’s Assumptions About People Based on Theory X • Naturally indolent • Lack ambition, dislike responsibility, and prefer to be led • Inherently self-centered and indifferent to organizational needs • Naturally resistant to change • Gullible, not bright, ready dupes

Mc. Gregor’s Assumptions About People Based on Theory Y • Passive and resistant behaviors not inherent; result of organizational experience • People possess – Motivation – Development potential – Capacity for assuming responsibility – Readiness to direct behavior toward organizational goals

Mc. Gregor’s Assumptions About People Based on Theory Y Management’s task— Individual arrange conditions and Goals operational methods so people can achieve their own goals by directing efforts to organizational goals Organization Goals

3 Motivational Need Theories Maslow Self-actualization Mc. Gregor Theory Y Alderfer Growth Esteem Higher self Order interpersonal Needs Physiological Need for Achievement Need for Power Belongingness (social and love) Safety and Security Lower interpersonal Order physical Mc. Clelland Relatedness Theory X Existence Need for Affiliation