Lesson 11 ( motivation) Flashcards
define motivation
process by which a person’s efforts are energized, directed, and sustained toward attaining a goal.
key elements
- energy
- direction
- presistance
Early theories of motivation
Maslow’s Hierarchy of Needs Theory
McGregor’s Theory X and Theory Y
Herzberg’s two-factor theory
The three-needs theory
what are the 5 stages of Maslow’s Hierarchy of Needs Theory?
Physiological needs
Safety needs
Social needs
Esteem needs
Self-actualization needs
physiological needs definition
A person’s needs for food, drink, shelter,and other physical requirements.
Safety needs definition
A person’s needs for security and protection from physical and emotional harm as well as assurance that physical needs will continue to be met
definintion of Social needs
A person’s needs for affection, belongingness, acceptance, and friendship
definintion of Esteem needs
A person’s needs for internal esteem factors such as self-respect, autonomy, and achievement and external esteem factors such as status, recognition, and attention
definition of Self-actualization needs
A person’s needs for growth, achieving one’s potential, and self-fulfillment; the drive to become what one is capable of becoming
definiton of McGregor’s Theory X and Theory Y
theory X : Most employees dislike work and avoid it as much as possible. Managers need to control and threaten ounishment and force workers to do their job. Employees prefer to be directed, have little responsibility, and have modest goals. Employees are motivated by fear and money.
theory Y : People love working towards goals, and commitment to goals increases based on perceived reward for achieving them. Most employees seek responsibility. employyess, imagination, creativity, and cleverness can be used to solve problems.
Herzberg’s two-factor theory
motivators : factors that directly motivate people to work harder
- acheivement
- recognition
- work itself
- responsibility
- advancement
- growth
hygiene factors: factors that can de-motivate if not present but do not actually motivate people to work harder
- supervision
- salary
- working conditon
- security
- status
- personal life
Three-Needs theory
achievement : if the employees were guven targets , which can make them motivated to work
power: when we give responsiblitites to customer which will make them motivated
affiliation: if the organization have a friendly environment the employees will be motivated to work
Contemporary theories of motivation
Goal-Setting theory Reinforcement theory Designing motivating jobs Equity theory Expectancy theory
Goal-Setting theory definiiton
When an employee is working toward a specific purpose, the performance of the organization will improve. The objective shouldn’t be too difficult or simple. Just give agoal that the employees are capable of.
Self-efficacy: an individual’s belief that he or she is capable of performing a task
goal setting theory
- objectives: what is to be accomplished in the given period of time
- plan: how to achive the objective
- perfomace: to motivate people to high levels perfomance, objectives should be clear
- achievable: difficult but acheivable. to have high levels of perfomance you need to set high standards
- mesurable: you cant mannage what you dont mesure so mesure wwhat matters
- specific: emplaoyees must knwo excatly what is expected of them. and expcted to have task completed within the given time period
Reinforcement theory
theory explains every action has a reaction
if the org. provide good environment, good salary flexibility the employees will work to acheive organizational goals
if the managers need to motivate employyes they need to provide good reinforcememnts
Reinforcers: consequences immediately following a behavior, which increase the probability that the behavior will be repeated
Designing motivating jobs
- Job design: identifying differnt tasks and combine them and create a job
- Job scope: how many tasks are combined to a certain job
- Job enlargement: expanding the jobs horizantally by adding job tasks —————–
- Job enrichment: vertical expansion menas is adding more job responsibility |
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| - job dept :employees’ level of control over their work
Equity Theory
Employees always compare their input to the output they receive, if there’s ineqality. The employees will not feel motivated to work.
If the employees feel equality, then they’ll feel motivated and work towards organizational goals.
Expectancy theory
Individuals will eventually reach the organizational goals as they pursue their own individual goals. The employee expects rewards and benefits as a result. Giving these to the workers would boost their motivation.
what are 3 factors expentency theory based on?
- expentancy: in hopes that the increased efforts will result in better perfomance
- instrumentality: the belief that if a employee perfome well that a valued outcome will be recived even if its promised by a mnnager
- valance: the importnace that the individual places upon the expected outcome
Integrating contemporary theories of motivation
a theory that combine all 5 conemperory theories
Current issues in motivation
- Managing cross cultural motivational challenges
Managers cannot assume that motivating programmes that are successful in one setting would be successful in another.
The United States is where the majority of modern motivation theories were created. - Motivating unique groups of workers
Diverse employees
Professionals
Contingent workers - Designing appropriate rewards programs
* Open-book management: a motivational approach in which an organization’s financial statements (the “books”) are shared with all employees
* Employee recognition programs: personal attention and expressing interest, approval, and appreciation for a job well done
* Pay-for-performance programs: variable compensation plans that pay employees on the basis of some performance measure
