Motivation to work Flashcards
Need theories
I
Maslow’s hierarchy of needs
proposes that basic human needs need to be satisfied before we
can begin to satisfy higher needs. Maslow claimed that all
needs of humans could be arranged in a hierarchy. A person
moves through the hierarchy by fulfilling each level, so
that the basic physiological needs need to be met before
moving up.
Theory of needs
- Biological and psychological needs
- Safety needs
- Love and belongingness needs
- Esteem needs
- Cognitive needs
- Aesthetics needs
- Self-actualisation
- Transcendence
Alderfer’s ERG Theory
Alderfer’s Theory is not a hierarchical approach and
people can be motivated by needs from more than
one level at the same time. We do not progress from
satisfying needs at one level to satisfying needs at
the next level. A job should fulfill all these needs. The importance of these needs changes throughout life.
ERG
Existence
Relatedness
Growth
McClelland’s Theory of Achievement Motivation
This theory proposes that there are different needs that motivate people and that these differences are measurable
Theory
Need for achievement
Need for affiliation
Need for power
Need for achievement test
Need for achievement (or N-Ach) can be measured with the
use of the Thematic Apperception Test or TAT. These are a
series of ambiguous images which the individual is asked
to interpret.
Cognitive theories
II
Projective test
a personality test that uses ambiguous stimuli such an ink blots or the Thematic Apperception Test images discussed here. The response given to the stimuli is thought to reveal hidden emotions and conflicts which the individual projects onto the image.
Goal setting theory
-Locke and Latham 1980
-opposes McClelland in saying that internal motives are unconscious
- they suggest that setting specific goals produces higher
levels of performance than setting vague goals
4C1F
Clarity
Challenge
Complexity
Commitment
Feedback (crucial importance)
SMART and Backwards goal setting
Specific
Measurable
Attainable
Relevant
Timescale
Working backward in order to determine the most appropriate way of reaching it.
Expectancy Theory
-Vroom 1964
- proposes that workersare rational beings whose decision making is guided by bogical thought processes in which potential costs and
rewards play a significant role
-all workers can be motivated if there is a clear relationship
between effort and performance, if the favourable
performance is rewarded, if the reward satisfies a need and
finally, if the desire to satisfy the need is strong enough to
make the effort worthwhile
Theory
motivation
expectancy
instrumentality
valence
Motivation= expectancy x instrumentality x valence
Equity theory
-It proposes simply that workers expect things to
be fair. They expect pay, status and recognition to equate to
the amount of effort that they put in. The significant factor
in Equity Theory is comparison with others. If we perceive
others as being treated better than us, then the perceived
inequality will lead to decreased motivation.
- Input->Output
-Inequity can be of two types: underpayment or overpayment
-Inequity -> lower inputs or higher outputs
Motivators at work
III
Motivation
Intrinsic or Extrinsic
- Intrinsic means motivation comes from the journey or the actual performance of the task
-Extrinsic means motivation comes from the destination or the external rewards
Reward systems
pay
bonuses
profit sharing
performance-related pay
Hard to tell if monetary related rewards are successful in increasing performance
Non-monetary rewards
-Non-monetary rewards include praise, respect, recognition,
empowerment and a sense of belonging.
-There are several effective motivators which are not monetary.
Many of these you will understand as forms of positive
reinforcement.
-Such a scheme can highlight desired behaviours and through recognition, create role models for other to imitate
