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Motivation Theorists (Maslow - Hierarchy of Needs (Criticisms (Not…
Motivation Theorists
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Adams - Equity Theory
Employees will put forth a particular level of effort that they feel compares to the reward potential
Inputs: effort and enthusiasm, skills and ability, flexibility and adaptability, loyalty and commitment to organization
Outputs: financial compensation, praise and recognition, additional responsibility and autonomy, job security, a sense of career advancement or personal growth
When balance is achieved for inputs and outputs, it's believed that employees will be more satisfied and willing to work higher levels of productivity
If a potential reward is offered to one employee for a particular level of productivity, that same reward should be offered to any other employee who puts forth the level of effort required to earn that reward
Criticisms: can lead to inequalities of reward, lower job dissatisfaction, deviant workplace, lower employee morale, performance problems that impact business negatively, favoritism
Pink - Drive Theory
Autonomy: The desire to direct our own lives. People want a sense of control over their work, their clients the time they are at the office, and who they work with.
Purpose: The desire to do things in service of something larger than themselves. People want to feel like they are making a difference.
Mastery: The desire to continually improve at something that matters. People want to be really good at what they do, when they are actually good, this makes them happy.
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