Motivation Theories

Question 1

Individuals are motivated by a desire to satisfy certain needs. Understanding these needs allows leaders to offer the right incentives and create the most motivational external environments. Common factors are achievement, a desire for social connection, and some degree of control.

Answer 1

Needs Theory

Question 2

Motivation is seen as absolutely irrelevant or absolutely critical in the workplace.

Answer 2

Theory X/Theory Y

Theory X leaders micromanage and coerce team members because they believe people do not like to work and must be strictly controlled and forced to work.

Theory Y leaders believe that employees dislike rigid controls and inherently want to accomplish something. Therefore leaders apply a more participative style that empowers employees.

Theory Y is considered more appropriate in today’s knowledge-driven workplaces.

Question 3

Five basic categories of needs must be met in an ascending order:

1) Physiological (basic needs related to survival)
2) Safety and security
3) Belonging and love (the need to belong, to be accepted)
4) Esteem (both self-esteem and admiration of others)
5) Self-actualization (the need to fill one’s potential)

Answer 3

Maslow’s Hierarchy of Needs

Question 4

Herzberg’s Motivation-Hygiene Theory

Answer 4

Question 5

McClelland’s Three Needs Theory

Answer 5

Question 6

Self-determination Theory (Deci/Ryan)

Answer 6

Question 7

Effort increases in relation to one’s confidence that the behavior will result in a positive outcome and reward.

Answer 7

Expectancy Theory

Question 8

Vroom’s Expectancy Theory

Answer 8

Question 9

The way a person interprets the causes for past success or failure is related to the present level of motivation. A leader can help employees attribute results to the correct causes and create opportunities for success.

Answer 9

Attribution Theory

Question 10

Motivation can be increased by providing employees with goals against which they can assess their achievement. Optimally, employees should be involved in designing goals and supported in achieving their goals.

Effective goals are:

• Specific and clear.
• Important to the individual. This enables greater commitment.
• Realistic but challenging. Goals that are unrealistically high can harm motivation.

Feedback helps employees determine the effectiveness of their effort.

Answer 10

Goal-Setting Theory

Question 11

Herzberg’s Motivation

Answer 11