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Foundations of Motivation (Content Theories (Maslow's Need Theories…
Foundations of Motivation
Content Theories
Maslow's Need Theories
Motivation is a function of 5 basic needs
Once a need is satisfied, activates next higher need in hierarchy
Physiological>Safety>Love>Esteem>Self-actualisation
Managerial Implication:
Focus on satisfying need related to self concepts
Satisfied need may lose motivational potential. Have to look for unmet needs
Alderfer's ERG
Smaller set of core needs used to explain behaviour
ERG not related to one another in stair-step hierarchy
Has frustration-regression component
Existence Needs: desire for physiological & materialistic well-being
Relatedness Needs: desire to have meaningful relationships with significant others
Growth Needs: desire to grow as a human being & to use one's ability to thier fullest potential
Managerial Implication:
Employees may be motivated to pursue lower-level needs because they are frustrated with a higher-order need
Individual & Cultural differences influence our need states
Herzberg's 2-factor Theory
Job satisfaction associated with achievement, recognition, work characteristics, responsibility & advancement
Job disatisfaction associated with factors in the work context or enviironment
Motivators:
Cause one to move from no satisfaction to satisfaction. Eg. Jobs offering achievement recognition, responsibility
Hygiene factors:
Cause one to move from dissatisfaction to satisfaction. Eg. Jobs with good company policies, salaries, working condition
McClelland's Need Theories
Need for achievement
Need for Affiliation
Need for Power
Managerial Implication:
Beware of negative aspects of such needs
Process Theories
Equity Theory
Explains how one's motivation to behave in a certain way is fueled by feelings of inequity or a lack of justice
3 equity relationships:
Equity
Positive inequity
Negative inequity
Organisational Justice:
Distributive Justice: Perceived fairness of how resources & rewards are distributed
Procedural Justice: Perceived fairness of process & procedure used to make allocation decisions
Interactional Justice: Extent to which ppl feel fairly treated when procedures are implemented
Vroom's Expectancy Theory
Ppl are motivated to behave in ways that produce desired combinations of expected outcome
Effort>Performance, expectation that certain level of effort will produce intended performance goal (Expectancy)
Performance>Outcome, Perceived chance of getting various outcomes as a result of accomplishing performance goal (Instrumentality)
Valence, positive or negative value ppl placed on outcomes
Goal-setting Theory
Goals Direct Attention
Goals Regulate Effort
Goals Increase Persistance
Foster development & application of task strategies & action plans
Job design
Top-down approach: Scientific management, Job enlargement, Job rotation, Job enrichment, Job Characteristic Model
Bottom-up approach: Job Crafting
Idiosyncratic Deals: employment terms one negotiate for themselves from flexi to career development