Motivation

Question 1

Motivation

Answer 1

The degree of effort and persistence directed towards a goal.

1. Effort
2. Persistence
3. Direction

Question 2

Need theories of Motivation

Answer 2

1. Need: physiological or psychological deficiency
2. Behaviour: activates behaviour or drive
3. Incentives: goal , reward

Question 3

Maslow’s Need Hierarchy Theory

Answer 3

Argues that:
- Human actions are motivated by certain universal needs
- escalating degree of conscious intent
- needs can be changed in order of importance

Question 4

Model of Maslow’s Need Hierarchy

Answer 4

1. Self Actualisation
2. Esteem
3. Love/belonging
4. Safety
5. Physiological

Question 5

Legacy of Maslow’s Model

Answer 5

• lacks explanatory power regarding complexities of work motivation
• little evidence for progression principle

But:
- gives an idea of how things should be

Question 6

‘Learned or Acquired Needs Model

Answer 6

• Achievement (Individual responsibility;
  challenging but achievable goals; clear
  feedback)
• Affiliation (Interpersonal relationships;
  opportunities to communicate; desire
  social approval, avoid conflict, support
  others)
• Power (exercise control over environment
  and others; benefit themselves or group;
  seek leadership)
  David McClelland

Question 7

Expectancy Theory (Vroom, 1964)

Answer 7

Motivation is determined by the outcomes that people expect to occur as a result of their work activities

Motivated to perform in work activities they find attractive and feel like they can accomplish

Question 8

Effective Motivational force

Answer 8

EP x PO x V

EP: expectancy that extra effort = improved performance

PO: belief improved performance = positive outcome

V = valence or desirability of certain outcome

Question 9

Equity Theory (Adams, 1963)

Answer 9

We compare the effort we invest in a job with the reward we receive (an exchange relationship)

Individuals are motivated to maintain an equitable exchange relationship

We make comparisons with others

Thus creating a ratio that expresses comparative effort and reward

Question 10

Negative Inequity (Underpayment)

Answer 10

When one’s outcome to input ratio is less than an others ratio

Question 11

State of Equity

Answer 11

Ratio of outcome to input are equal between parties

Question 12

Practical Implications of Expectancy and Equity Theory

Answer 12

Tie reward to performance
Tie performance close in time
Use valued rewards
Observe equity distribution
Incentive
Reward

Question 13

Intrinsic vs Extrinsic Motivation

Answer 13

Intrinsic: motivation that stems from the direct relationship between the
worker and the task e.g. feeling of competence, challenge, achievement

Extrinsic – motivation that stems from the environment external to the task,
e.g. Comes from others such as public recognition, bonus payment

Question 14

Job design and Motivation

Human Relations Principles

Answer 14

Jobs that have variety, are autonomous, provide feedback, significance for
others, and is a complete task are intrinsically motivating, especially when
employees are “empowered”

Question 15

Job design and Motivation

Scientific Management

Answer 15

Jobs that are designed according to the principles of scientific management
(narrow, shallow, low autonomy etc.) appear to be poor motivators

Question 16

Empowerment and Motivation

Psychological empowerment

Answer 16

• Competence
• Meaning
• Self- determination
• Impact

Question 17

Empowerment and Motivation

Organisational/social
structural characteristics

Answer 17

• Clear vision and challenge
• Openness and teamwork
• Boundaries - discipline and
  control
• Information sharing
• Support and a sense of
  security (Quinn & Spreitzer, 1997)