5 Motivation, Performance Appraisals, and Job Satisfaction Flashcards
Define motivation
The force that energises people to act, directs behaviour toward the attainment of specific goals and sustains the effort expended in reaching those goals
What are the types of motivation theories
(1) Need theories
(2) Behaviour-based theories
(3) Job design theories
(4) Cognitive theories
How does the need theory describe motivation and provide an example
Motivation is the process of the interaction among various needs and the drives to satisfy those needs
Example: Achievement motivation theory
We try to match the jobs so it suits the needs that they have
Explain the Achievement Motivation Theory
Is a need theory of motivation
Three needs are central to worker motivation
- Need for achievement
- Need for power
- Need for affiliation
Everyone has different levels of these and can thus be motivated in different ways.
Well tested and led to useful interventions
- Programs that match worker’s motivational profiles to particular jobs
- Achievement training programs
How do behaviour-based theories describe motivation
Focus on behavioural outcomes as critical to affecting work motivation.
Three types: reinforcement theory, extrinsic vs intrinsic motivation and goal-setting theory
What is the Reinforcement Theory in behaviour-based theories and what does it think the best way to motivate is?
Behaviour is motivated by its consequences (e.g. positive reinforcers, negative reinforcers, punishers)
Reinforcement is a better motivational technique than punishment because the goal of punishment is to stop unwanted behaviours, whereas reinforcement strengthens the motivations to perform the desired behaviour
Research suggests that ratio schedules result in higher levels of motivation and subsequent task performance than do fixed-interval schedules but most workers are paid on fixed-interval reinforcement schedules
What is extrinsic/intrinsic motivation in behaviour-based theories?
Reward systems that increase extrinsic motivation may undermine intrinsic motivation e.g. research shows that when people start getting paid for a task that they enjoy, they sometimes lose interest in it
To be maximally productive, people should feel internally driven, no compelled by outside forces e.g. jobs need to be set up to be interesting and challenging
What is goal-setting theory in behaviour-based theories?
Emphasizes the setting of specific and challenging performance goals
People perform better at work and are more productive when they are given specific goals and clear standards for success and failure, than when they are simply told “do your best”
Goals should be difficult, but obtainable
In the extrinsic/intrinsic theory of motivation, which do they believe is more important in increasing motivation?
Intrinsic motivation is better but providing extrinsic rewards (i.e. money) can provide positive feedback.
How do Job Design Theories of motivation believe it is influenced?
The structure and design of a job are key in motivating workers
e.g. Job Characteristics model
What is the Job Characteristics Model?
To be motivated employees must:
- Perceive work to be meaningful
- Feel responsible for the job
- Have knowledge of the results of their effects.
5 job characteristics contribute to these states
- Skill variety
- Task identity
- Task significance
- Autonomy
- Feedback
General support for this structure, lead to Job Enrichment intervention strategy, to redesign jobs.
How do Cognitive Theories of Motivation perceive motivation and what are the types of theories?
Workers viewed as rational beings who cognitively assess personal costs and benefits before taking action
Two types; equity and expectancy
Describe the Equity Theory of motivation?
Workers are motivated by a desire to be treated fairly
The ratio between inputs and outcomes should be the same for all workers. Workers adjust productivity based on perceived comparison ratios (e.g. productivity upward when they feel overpaid and downward they feel underpaid).
People vary in concern for equity; benevolents (givers), entitleds (takers), equity sensitives (adhere to notions strictly, distressed when underpaid, guilty overpaid).
Describe Expectancy (VIE) Theory of motivation
People are rational decision-makers who analyse the benefits and costs of the possible courses of action.
Workers become motivated and exert effort when they believe that:
(1) Valence: the rewards are valuable and desirable
(2) Instrumentality: their performance will be recognised and rewarded
(3) Expectancy: their effort will result in improved performance
Expectancy theory predicts worker attendance, productivity and other job-related behaviours
Various incentive programs are thus used to motivate by reward
Motivation is highly linked to performance -> How many other factors affect performance?
Not just motivation,
System and technology, individual differences, group dynamics, organisational
