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Motivation Theories - Coggle Diagram
Motivation Theories
- Needs Theory: Individuals are motivated by a desire to satisfy certain needs.
2.1 Maslow:
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2.1.2 A lower-level need must be relatively satisfied in order for a higher-level need to emerge or serve to motivate.
2.1.3 No need is ever totally satisfied, however. The lower-level needs will always have some influence on behavior.
2.2 Herzberg: Behavior is driven by intrinsic factors (innate desires) and extrinsic factors (workplace hygiene).
2.2.1 Intrinsic factors: challenging work, meaningful impact of work, recognition
2.2.2 Extrinsic factors: job security, pay, conditions
2.2.3 Satisfying hygiene factors can remove some areas of discontent that interfere with motivation, but satisfactory workplace conditions are not enough in themselves to create motivation.
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2.4 Self-determination
Individuals are motivated by innate needs, such as competence (McClelland’s achievement) and relatedness (McClelland’s affiliation), but also by needs for:
Autonomy, or the need to feel that one has control over one’s life.
Purpose, or the sense that one’s actions have effects beyond the individual or the workplace.
- Theory X - Theory Y: Motivation is seen as absolutely irrelevant (Theory X) or absolutely critical (Theory Y)
Theory X leaders micromanage and coerce team members because they believe people do not like to work and must be strictly controlled and forced to work.
Theory Y leaders believe that employees dislike rigid controls and inherently want to accomplish something. Therefore, leaders apply a more participative style that empowers employees.
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- Expectancy TheoryEffort increases in relation to one’s confidence that the behavior will result in a positive outcome and reward.
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Motivation: factors that initiate, direct, and sustain human behavior over time.