Motivation Theories Flashcards
Extrinsic motivation
derived from external factors like money, gifts, recognition
Intrinsic motivation
derived from internal factors like feeling of achievement, excitement of learning something new, competitive nature
Taylor’s Scientific Management
Frederick Taylor; people are motivated by working conditions like safety measures, lighting, tools; also concluded that employees change behavior when they know they’re being observed
Skinner’s Operant Conditioning
B. F. Skinner; people are motivated by extrinsic factors; positive reinforcement via rewards or negative reinforcement via punishments
Maslow’s Hierarchy of Needs
Abraham Maslow; people have four basic types of needs that must be met in order: physiological (ex. thirst), safety (ex. shelter), social (ex. acceptance by peers), self-actualization (ex. feeling fulfilled in life)
Herzberg’s Motivator Hygiene Theory
employee’s motivation affected by both hygiene factors and motivators: hf = extrinsic, job dissatisfiers, ex: salary, benefits, work environment; motivators = intrinsic, job satisfiers, ex: growth and recognition; job satisfaction and dissatisfaction are independent of each other
McClelland’s Acquired Needs Theory
David McClelland; motivation is mostly intrinsic, comes from 3 needs: achievement (embrace challenges, goal oriented), affiliation (wanting to belong, collaboration over competition), power (wanting to influence others, competitive, want high status); can be motivated by a blend of the 3
Locke’s Goal-Setting Theory
Dr. Edwin Locke; employees are driven by explicit, measurable goals that are challenging but attainable; if goals are set collaboratively employees will be more vested in attaining them; providing feedback is critical; attaining the goal should provide both extrinsic and intrinsic rewards
Vroom’s Expectancy Theory
Victor Vroom; rationality will drive employees toward the option that has max pleasure and min pain; employees will be motivated if they think they’ll get a reward for a good performance; calculation: expectancy x instrumentality x valence = motivation; expectancy = belief that best efforts will yield good performance; instrumentality = belief that good performance will yield a particular result; valence = value of an outcome to a given employee; if any of the multipliers are low, motivation will be low
Attribution Theory
most impt factors for achieving success: ability, effort, task difficulty, luck; consists of 3 stages: behavior observation, determining if behavior is deliberate or consistent, concluding if behavior is due to internal or external factors; if you can identify the source or rationale behind an employee’s behavior, you can effectively motivate them
Attribution Theory: Locus of Causality
identifies outcomes based upon internal controls like ability and effort as well as external factors like task difficulty and luck
Attribution Theory: Locus of Stability
identifies outcomes based on fixed, stable factors like ability and task difficulty as well as variable factors like effort and luck
Self-Determination Theory
3 core intrinsic motivators: autonomy (self-initiation, self-regulation of completing tasks), competence (mastery of required skills), relatedness (sense of belonging to a group)
Job Characteristics Model
5 job characteristics that affect performance and satisfaction: task identity (how role affects company as a whole), task significance (larger impact of their work); skill variety (use many different skills at work, reinforcing importance of job), autonomy (trusted by manager, leeway in decision-making), feedback (commentary on performance)
