Motivation content theories

Question 1

Consequences of dissatisfaction

Answer 1

Exit- get away from situation,transfer to other unit, turnover

Loyalty-passively waiting for situation to improve, more likely if entrance costs are high

Voice- attempt to change situation, recommend ways to improve situation, filing formal complaints

Neglect- passively allow conditions to worsen, reduce work efforts/quality, increase absenteeism/ lateness

Question 2

Maslows hierarchy of needs

Answer 2

1943

First theory to suggest internal states are a source of motivation

Assumptions :
People have needs that are hierarchically ranked
Some beefs are basic; need to be fulfilled
Once basic needs are satisfied, higher order needs become relevant
Once a lower need is satisfied it no longer serves as a motivator

Question 3

Order of hierarchy

Answer 3

Top

Self actualisation-growth, self fulfilment

Esteem- internal (self respect) external (status recognition etc)

Belongingness- affection, acceptance, friendship

Safety-security and protection from physical and emotional harm

Physiological needs - food shelter and water etc

Question 4

Maslow critical evaluation

Answer 4

Intuitive,logical and easy to understand

Assumption that need satisfaction reduces desire for that need has not been supported

Assumption that there is a clear hierarchy has not been supported

Does not easily translate across cultures

Does not take into account that individuals change in their needs

Question 5

Clayton alderfer theory 1969

Answer 5

Deviations from Maslow

Existence -security and physiology

Relatedness- belongingness

Growth - self actualisation and esteem

1) Still hierarchy but less strictly ordered
- more than one need can be active
- I.e. Even if existence needs. I.e. satisfied growth can be motivating

2) impact of higher level need frustration on lower level desires
-Maslow argues that a satisfied need no longer serves as a motivator
-ERG: if higher ordered need frustrated, Lower order need is activated more
E.g employees do not get belongingness at work place, focus on pay instead

3) satisfaction of growth need increases desire of that need (endless desire)

Question 6

David mcClellands theory of needs 1965

Answer 6

Assumption

Individuals have a combination of 3 needs

That is everyone is different

Combination is learned and stems from life experiences

(People’s needs may change over time and cab be fostered in training )

Need for
Affiliation
Power
Achievement

Question 7

3 needs

Answer 7

Achievement

Prefer task of moderate difficulty, performance due to efforts , desire feedback

Good entrepreneurs

Need for power
Pos: coach, teach, encourage others to achieve
Neg: egoistic win lose mentality

Need for affiliation
Team players, join groups, maintain relationships, want to be loved, not the most effective top managers

Question 8

Theory of needs + and -

Answer 8

Good support from research

A lot of research on achievement motivation
E.g. Entrepreneurs have higher achievement motivation than managers

But

Some difficulties to measure achievement,power, affiliation needs

Difficult to generalise across countries and cultures

Question 9

Herzberg 2 factor theory

Answer 9

Motivators (create motivation)
Achievement, recognition, work itself, responsibility, advancement, growth

Hygiene factors ( dissatisfaction)
Policy, admin 
 supervision, relationship with supervisor 
Work conditions, security salary
Relationship with peers

Question 10

Herzberg critical eval

Answer 10

Actually both hygiene factors and motivators are motivating

Pay is seen as a hygiene factor but can also have a symbolic value

Relationships with supervisors/peers is seen as a hygiene factor - but nah also relate to how much responsibility one is given, whether one gets interesting work assigned

Still-
Interesting idea
Some perks are great to when but might not help motivate employees
Organisations often forget to not dissatisfy employees