Motivation Flashcards
Hierarchy of Needs
Self actualisation (Growth)
Esteem (Status)
Safety-Security (Protection)
Physiological (Hunger)
Two-Factor-Theory
The opposite of satisfaction is no-satisfaction
The opposite of dissatisfaction is no-dissatisfaction
To motivate people on their jobs, factors associated to work itself should be emphasised, like promotional opportunities, recognition, responsibly
McLelland’s Theory of Needs
Needs not just for survival but also as motivation factors
Need for achievement, power, affiliation
High achievers
Like to set goals that require them to stretch a little
Contemporary Theories of Motivation
Self-Determination Theory: Extrinsic motivation contributes to quantity, intrinsic to quality
Goal-Setting theory: Specific and difficult goals and feedback increase performance
Self-efficacy theory: Communicating belief in individual
Reinforcement theory: Reinforcement conditions behaviour
Social-Learning Theory: Learning from observation as well as direct experience - Process is attentional, retentional (remembering the model), motor reproductional, reinfocemental
Equity Theory: Compare job inputs and outputs with others of the same field
Situation perceived as unfair -> Employees change inputs, outcomes, perception of self or others, field, referent
Types of Justice
Procedural justice: How fair are the procedure to determine distribution of rewards?
Informational justice: Explanation of decisions
Interpersonal justice: Treating individuals with respect and dignity
Job engagement
Investment in job performance
Higher level of productivity
Important: Match between values of employee and organization
The job characteristic modell
Job structure might be more important than it appears
Skill variety
Task significanse
Autonomy
Task Identity (Degree to which a job requires completion of a whole and identifiable piece of work)
Feedback
Job Redesign
Periodic shifting of tasks
Flexible response to incoming orders
Relational Job design: Managers design work so employees care about costumer’s well-being
Alternative Job Arrangements
Flextime: Employees may vary their own hours of work
Job Sharing: Allows two or more employees to split hours
Telecommuting: Working from home at least two days a week
Employee Participation and Involvement (EIP)
Example of programms
Participative Management: Subordinates join in decision making
Representative Participation: Small group of employees participate in decision making
Using Rewards to motivate employees
Establishing a pay structure
Internal Equity: Worth of the job compared to the industry
External Equity: Competitiveness of organisations pay compared to the industry
-> Competitive pay can increase work moral but also make products more expensive
Variable Pay Programm
Pays individual performance
