Motivation Flashcards
Review major theories and empirical findings related to motivation
Deci & Ryan (1989)
Self-Determination Theory — theory of human motivation and personality concerned with motivation behind the choices that people make without any external influence and interference.•
Intrinsic—exists within rather than relying on external pressure. Three main intrinsic needs:
o Competence—seek to control outcomes/mastery
o Autonomy—the universal urge to be causal agents of one’s life, and act in harmony with one’s integrated self
o Psychological relatedness—the universal want to interact, be connected, and experience caring for others
Extrinsic—comes from outside the individual
Adam (1963)
Equity Theory—how people strive for fairness and justice in social exchanges; give and take relationships.
Maslow (1943)
Hierarchy of Needs
- Physiological
- Safety
- Love/Belonging/Social
- Esteem
- Self-actualization
McClelland (1951, 1958)
Need for Achievement, Affiliation, & Power—an individual’s desire for significant accomplishment, mastering of skills, control, or high standards
Fishbein & Ajzen (1972)
Expectance Value Theory—attitudes are developed and modified based on assessments about beliefs and values
- First, an individual responds to an item/action by developing a belief about item/action;
- Second, the individual assign a value to each attribute a belief is based on;
- Third, an expectation is created or modified based on the result of a calculation based on beliefs and values
Kanfer (2009)
Work Motivation—an aspect of the job in which managers are responsible for arranging the task, socioemotional, and physical conditions of their subordinates in a way that encourages employees to allocate sufficient personal resources for the accomplishment of organizationally valued performance objectives (Making the environment “right/near perfect” so the worker will give you 110%)… Use of the 3C’s framework:
• Content
• Context
• Change
Deci (1980)
Cognitive evaluation theory—the theory says that the introduction of extrinsic rewards and punishment may hurt the intrinsic motivation, and therefore, the overall level of motivation.
Deci, Koestner, & Ryan (1999)
found that verbal rewards when not controlling, enhances intrinsic motivation. Tangible rewards enhance performance, but undermines (weakens) intrinsic motivation
Motivation
A set of psychological processes that directs, energizes and sustains action (Campbell & Pritchard, 1976; Staw, 1977; Grant, 2007).
Motivation is a process that moves a worker to voluntarily produce effort in his work (Campbell & Pritchard, 1976, Porter & Lawler, 1968). Steers et. al (2004) point out that the major definitions of motivation refer to factors that try to influence three things:
i) to energize
ii) to channel; and
iii) to sustain human behavior over time.
Main Motivation Theories
The main theories that explain how motivation works: - - needs based theories (Maslow, 1943; 1954; McClelland 1965, Alderfer, 1972)
- expectancy theory (Vroom, 1964)
- goal-setting theory (Locke 1968, Locke & Latham 1990)
- equity theory (Adams, 1963, 1965)
- intrinsic motivation theory (Deci 1972, 1975; Hackman & Oldman, 1976, 1980)
- regulatory focus (Higgins, 1997)
Goal-Setting Theory of Motivation
Edwin Locke (1960) - goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance.
In simple words, goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in.
Porter & Lawler (1968)
Expanded Vroom’s (1964) expectancy theory to recognize the role of individual differences and role clarity in linking job effort to actual job performance
Latham & Locke (1991)
Self-regulation through goal setting; goals (with capability) motivate people. Self-regulation skill acquired through experience, training, and effort. Goal setting theory of motivation (Locke & Latham, 1990) specific challenging goals leads to higher task performance
Van Eerde & Thierry (1996)
Meta-analysis - Some limitations in Vroom’s model or the way it has been tested - low correlations to criterion variables. No consensus as how to measure work motivation as predicted by VIE model. VIE variables are related to work-related criteria.
Seijts, Latham, Tasa, Latham (2004)
Learning (focuses on process) - Performance (focus on outcome)
- People with high efficacy chase goals (Latham & Locke, 2002)
Goal-setting is a theory of motivation and ability
Goal orientation is a stable individual difference
- individual were motivated by learning rather than focused on a performance goal
Learning goals should be specific b/c goal commitment was higher than when learning was set.
