2.4 Theories of Motiviation

Question 1

Define “Motivation”

Answer 1

The individual, internal process that directs, energises and sustains a person’s behaviour

Question 2

What are the 3 motivation theories?

Answer 2

1. Hierarchy of Needs (Maslow)
2. Goal Setting Principles (Locke and Latham)
3. Four Drive Theory (Lawrence and Nohria)

Question 3

List the stages in Maslow’s Hierarchy of Needs

Answer 3

1. Physiological
2. Safety
3. Social
4. Esteem
5. Self-actualisation

Question 4

Explain the “Physiological” stage in Maslow’s Hierarchy

Answer 4

The most basic needs necessary for survival, including air, food, water and shelter. Without these needs, individuals cannot function properly.

Question 5

Explain the “Safety” stage in Maslow’s Hierarchy

Answer 5

Once physiological needs are met, individuals seek safety and security. This includes physical safety as well as job security. People seek stability in their work environment to feel safe.

Question 6

Explain the “Social stage in Maslow’s Hierarchy”

Answer 6

After safety needs are satisfied, individuals seek social relations and a sense of belonging. Humans crave connection, require friendship and involvement in decision-making

Question 7

Explain the “Esteem” stage in Maslow’s Hierarchy

Answer 7

Once social needs are fulfilled, individuals strive for esteem. They seek feelings of recognition, accomplishment and respect. Esteem needs are satisfied through achievements, promotions and positive feedback.

Question 8

Explain the “Self-actualisation” stage in Maslow’s Hierarchy

Answer 8

At the top of the hierarchy is self-actualisation, representing the fulfilment of one’s potential and the desire to become the best version of oneself. This involves personal growth and pursuing passions.

Question 9

2 advantages of Maslow’s Hierarchy of Needs

Answer 9

1. Following the theory should allow the business to increase motivation for all employees
2. Demonstrates how motivation can be increased over the long term

Question 10

2 disadvantages of Maslow’s Hierarchy of Needs

Answer 10

1. Difficult to identify where employees are on the hierarchy
2. Difficult to monitor progression through the hierarchy

Question 11

Define “Locke and Latham’s Goal Setting Theory”

Answer 11

Locke and Latham argue that goals provide a strong sense of direction. The desire to achieve goals motivates employees which increases their performance

Question 12

List the 5 principles of the Goal Setting Theory

Answer 12

1. Clarity
2. Challenge
3. Commitment
4. Task Complexity
5. Feedback

Question 13

Explain the Goal Setting Principle “Clarity”

Answer 13

The goal should be clear and as specific as possible. It is important that everyone understands what is expected, and the reward.

Question 14

Explain the Goal Setting Principle “Challenge”

Answer 14

People are motivated by achieving something they have not completed before. A challenging goal can provide a level of challenge that motivates employees.

Question 15

Explain the Goal Setting Principle “Commitment”

Answer 15

To achieve a goal, the employee must have some commitment. The greater the input from the employee, the more likely they will commit to the goal.

Question 16

Explain the Goal Setting Principle “Task Complexity”

Answer 16

While goals should challenge employees, the level of complexity mustn’t be overwhelming. Additional training may be required to assist the employee in completing tasks.

Question 17

Explain the Goal Setting Principle “Feedback”

Answer 17

Feedback provides opportunities for recognition of progress, to make adjustments to the goal if necessary and to ensure expectations are clear.

Question 18

2 disadvantages of Locke and Latham’s Goal Setting Theory

Answer 18

1. It could be time-consuming to individually set goals and provide feedback in a large business
2. Failing to meet a goal could be detrimental to an employee’s confidence

Question 19

2 advantages of Locke and Latham’s Goal Setting Theory

Answer 19

1. Improves relationships between employees and managers as they work together to collaboratively set goals and provide feedback
2. Easy to assess whether a goal has been achieved

Question 20

Define “The Four Drive Theory”

Answer 20

Lawrence and Nohria identified what they believed were the four main drives that shape how all human beings think and behave.

Question 21

List the 4 drives in the Four Drive Theory

Answer 21

BLAD
1. Drive to Bond
2. Drive to Learn
3. Drive to Acquire
4. Drive to Defend

Question 22

Explain the “Drive to bond” in the Four Drive Theory

Answer 22

Refers to the need to form relationships with other individuals and groups

Examples: Teamwork, friendships and being included in the business & its decisions

Question 23

Explain the “Drive to learn” in the Four Drive Theory

Answer 23

Refers to our desire to satisfy our curiosity, to learn new skills and to explore the world around us

Examples: Mentoring, challenging goals and training

Question 24

Explain the “Drive to acquire” in the Four Drive Theory

Answer 24

Refers to the desire to own material goods, and encompasses the desire for status, power and influence

Examples: Money, praise and status

Question 25

Explain the “Drive to defend” in the Four Drive Theory

Answer 25

The desire to remove threats to our safety and security, protecting what we regard as ‘ours’

Examples: defending the company, job security and defending a work colleague

Question 26

2 advantages of Lawrence and Nohria’s Four Drive Theory

Answer 26

1. Managers may target the different drives of specific groups of employees
2. Managers can attempt to motivate all employees by supporting all drives simultaneously

Question 27

2 disadvantages of Lawrence and Nohria’s Four Drive Theory

Answer 27

1. Employees may not value all the drives equally
2. Determining the specific needs of specific individuals could be time-consuming