Chapter 5: Theories of Work Motivation Flashcards
Motivation
The extent to which persistent effort is directed toward a goal.
Intrinsic motivation
Stems from the direct relationship between the worker and task; self-applied.
Extrinsic motivation
Stems from the work environment external to the task; applied by others.
Self-determination theory (SDT)
Theory of motivation that considers whether people’s motivation if autonomous or controlled.
Autonomous motivation
When people are self-motivated by intrinsic factors.
Controlled motivation
When people are motivated to obtain a desired consequence or extrinsic reward.
Emotional intelligence (EI)
The ability to understand and manage one’s own and other’s feelings and emotions.
Factors for transfer of Motivation to Performance
Personality, General Cognitive Ability, Task understanding, Emotional intelligence, and chance
4 Branch Emotional Intelligence Model
- Perceiving emotions accurately
- Using emotion to facilitate thinking
- Understand emotions, language and signals conveyed by emotion
- Managing emotions to attain specific goals
Need theories
Motivation theories that specify the kinds of needs people have and the conditions under which they will be motivated to satisfy these needs in a way that contributes to performance.
Maslow’s Hierarchy of Needs
Five-level hierarchy need theory of motivation that specifies that the lowest-level unsatisfied need has the greatest motivating potential.
5 Levels of Maslow’s Hierarchy of Needs
- Physiological
- Safety
- Belongingness
- Esteem
- Self-actualization
ERG Theory
Three-level hierarchy need theory of motivation (existence, relatedness, growth) that allows for movement up and down the hierarchy.
3 Levels of ERG Theory
- Existence,
- Relatedness,
- Growth
McClelland’s Theory of Needs
A nonhierarchical need theory of motivation that outlines the conditions under which certain needs result in particular patterns of motivation.
Process theories
Motivation theories that specify the details of how motivation occurs.
Expectancy theory
A process theory that states that motivation is deteremined by the outcomes that people expect to occur as a result of their actions on the job.
Instrumentality
The probability that a particular first-level outcome will be followed by a particular second-level outcome.
Valence
The expected value of work outcomes; extent to which they are attractive or unattractive.
Expectancy
The probability that a particular first-level outcome can be achieved.
Force
The effort directed toward a first-level outcome.
Equity theory
A process theory that states that motivation stems from a comparison of the inputs one invests in a job and outcomes one receives in comparison with the inputs and outcomes of another person or group.
Goal setting theory
A process theory that states that goals are motivational when they are specific, challenging, when organizational members are committed to them, and when feedback about progress toward goal attainment is provided.
Goal orientation
An individual’s goal preferences in achievement situations.
Learning goal orientation
A preference to learn new things and develop competence in an activity by acquiring new skills and mastering new situations.
Performance-prove goal orientation
A preference to obtain favourable judgements about the outcome of one’s performance.
Performance-avoid goal orientation
A preference to avoid negative judgements about the outcome of one’s performance.
Distal goal
Long-term or end goal.
Proximal goal
Short-term goal or sub-goal.
