Job motivation and satisfaction

Question 1

Need theory

Answer 1

A theory based on the drives and desires which motivate us to satisfy a need.
Needs and expectations at work can be categorised into intrinsic and extrinsic motivation.

Intrinsic refers to more psychological and social factors such learning, social interaction, recognition, contentment.
Extrinsic relates more to tangible rewards such as pay, security, work environment and safety.

Using Maslow’s hierarchy it can be seen how work can fulfil needs at various levels. It includes; psychological needs, esteem needs, love and belonging needs, safety needs and physiological needs.

Question 2

Expectation theory

Answer 2

Proposes that an individual will behave or act in a certain way because they are motivated to select a specific behaviour over other behaviours due to the result it will produce.
Vroom (1964) proposed that an employee will work harder if he believes his additional efforts will lead to valued rewards.

Question 3

Goal-setting theory

Answer 3

Suggests that people’s goals or intentions play an important part in determining behaviour.

Locke suggests that these values give rise to the emotions and desires, and to satisfy these desires, people strive to reach goals.

Goals guide and direct work behaviour, performance and lead to consequences or feedback.

Mastery goals- a desire to gain knowledge and skills
Performance goals- a desire to maximise behaviour and appear competent to others

Question 4

Job characteristics and well-being

Warr

Answer 4

Warr's vitamin model 
He developed this model to describe the most common characteristics that impact employee well-being and development. Some are:
Supportive supervision 
Opportunity for personal control (autonomy)
Pay and financial support
Job variety
Physical security
Valued social position 

According to this model, just as people need different vitamins for nourishment, employees need different kind of job characteristics to be fully productive at work.