Chapter 5: Theories Of Motivation Flashcards
What is Motivation ?
The desire to achieve a goal or a certain performance level to a goal oriented behavior.
What is ability?
Having the skills and knowledge required to person the job.
What is environmental ?
External factors that affect performance.
Job performance is viewed as three factors. Which using what following equation ?
Performance=Motivation X Ability X Environment
Creating Happiness through motivation
The case of the Walt Disney Company
Abraham Maslows Hierarchy of Needs
- Self Actualization (Morality creativity spontaneously problem-solving lack of prejudice)
- Self Esteem (Self-esteem confidence achievement respect of others respect by others)
- Love &Belonging (Friendship family sexual intimacy sense of connection)
- Safety and security (Security of body employment resources morality family health and property)
- Physiological needs(Breathing for sex slave homeostasis Excretion)
Clayton Alderfer ERG Theory
A modification to Maslows Hierachy. Humans needs in three catergories.
Existence(Corresponds to Maslow Physiological and safety needs)
Relatedness (A need corresponding to Maslow’s social needs)
Growth(A need referring to mass holes steam is self actualization)
Frederick Herzberg Two-Factor Theory
The question of motivation by asking individuals what satisfies them on the job and what dissatisfies them .
Hygiene Factors- Factors that are extrinsic To the jobs such as company policies and working conditions supervision as salary safety and security on the job.
Motivators -factors that are intrinsic to the job such as achievement interesting work recognition increase responsibilities investment and growth opportunities.
David’s Mcclelland Thematic Apperception Test (TAT)
A test that assessed a persons dominant needs.This method entails presenting research subjects with an ambiguous picture and asking them to write a story on it.
Need for:
Achievement -Having a strong need to be successful.(Praised as kid, persistence, striving)
Affiliation -want to be liked and accepted by others. (Prefer to be interact with others)
Power -Wanting to influence others in control their environment.(using power for ones own Good prestige)
Equity Theory
According to this theory individuals are motivated by a sense of fairness in their interactions .
Equity is determined by comparing ones input - outcome ration with the input-outcome ratio of referring. When the two ratios are equal equity exist.
Individual differences in relations to inequity
Equity Theory assumes that once people feel a situation is an equitable they are motivated to react.
Equity sensitivity -Personality trait that sprays different reactions to inequity.
Benevolents- Individuals who Give without waiting to receive much in return.
Entitled-Individual so expect to receive a lot without giving much in return.
Fairness Beyond Equity
Equity theory deals with outcome fairness and therefore it is considered to be a distributive justice theory. Equity theory Looks at perceived fairness as a motivator.
Dimensions of organizational justice
- Procedural justice Refers to the degree to which fair decision making and procedures are used to arrive at a decision.
- Interactional justice Refers to the degree to which people are treated with respect and kindness and dignity in interpersonal interactions.
- Distributive Justice Refers to the degree to which the outcomes received from the organization are perceived to be fair.
Expectancy theory
Expectancy theory argues that individual motivations to put forth more or less effort is determined by a rational population which individuals evaluate the situation according to this theory individuals asks themselves three questions.
Summary of expectancy theory
(EXPECTANCY)The first question is whether the president lose the high levels of effort will lead to outcomes of interest such as performance a success this perception is labeled as Expectancy. (can I do it ? If I try harder ? )
(INSTRUMENTALITY)The second question is is a greater with the press and release of that performance is related to the subsequent outcome such as few words as perception is labeled as Instrumentality. ( what is in it for me ? Are they going to give me a raise ?)
(VALENCE) The third question is individuals that are also concerned about the values of the rewards are waiting for them as a result of a performance this is labeled as Valence.( Do I feel that 2% raise is desirable? Or salesperson of the Motörhead’s attractive?)
