Motivational Theories Flashcards
What is the “traditional” approach to motivation based on. Explain why it’s incomplete.
Developed by Frederick Taylor (scientific management), it assumes that work is inherently unpleasant for most people and that monetary compensation is more important than the nature of the job.
This view is too narrow and excludes other motivational factors.
What is the ‘human relations’ approach?
This approach suggests that employees included in decision-making have a more positive attitude and are more motivated to work hard.
It’s predicated on the idea that employees have strong social needs and want to feel useful and important.
Explain the ‘human resource’ approach to motivation. (Modern guiding philosophy)
It assumes that people want to contribute and are able to make genuine contributions.
Management should encourage participation and create an environment that makes full use of human resources.
What theories fall under the ‘needs-based’ perspective? And what is the basic assumption of these theories
The basic assumption is that a needs deficiency causes behavior.
- Maslow’s hierarchy of needs
- ERG theory
- Two-factor theory
- Acquired needs
Explain Maslow’s Hierarchy of needs
Maslow suggests that humans have a desire to satisfy an innate set of needs. These needs are arranged in a hierarchy of importance. Divided into:
- deficiency needs
- growth needs
Self-actualization Esteem (self-image and respect) Belongingness (love, affection, acceptance) Security (shelter, clothing) Physiological (food, water, air)
Explain the ERG theory.
Existence, relatedness & growth. It corresponds- to Maslow’s theory, but more than 1 need can motivate a person at the same time.
- satisfaction progression
- frustration regression
Explain Herzberg’s Two-Factor Theory.
This theory identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction.
- Motivational factors (intrinsic: achievement, recognition etc.)
- Hygiene factors (extrinsic: pay, job security)
Criticism:
- method bound
- does not explain relationship between motivation and satisfaction
- sample is not representative of the general working population
- varies across cultures
How does Herberg recommend using the two-factor theory in the workplace?
Eliminate sources of dissatisfaction (job enrichment)
Explain the Need for Achievement theory.
hint: a.a.p.
- Need for achievement (high-achiever)
- need for affiliation (human companionship)
- need for power (controlling environment)
What are the process-based theories of motivation?
- Equity theory
- Expectancy theory
What is the general idea behind the process-based perspectives
It focuses on why people choose certain behavioral options to satisfy needs. And how satisfaction is evaluated
Explain the equity theory of motivation
People desire to be treated by what they perceive as equity and avoid perceived inequity.
Equity = the belief/perception that we are being treated fairly in relation to others
How are equity perceptions formed?
- Evaluation of how they’re treated by the firm
- A perception is formed based on how others are treated in relation to them.
- They compare their own circumstances in relation to the other person to form a perception on (in)equitable treatment
- Strength of this feeling may lead to the pursuit of alternatives
What are some methods to reduce inequity
- change inputs
- change our own outcomes
- alter perception of self and behavior
- alter perception of comparison-other
- change object of comparison
- leave the situation
Explain the expectancy theory of motivation (a.k.a VIE theory)
People are motivated by how much they want something and the perceived likelihood of attaining that goal. The viariables here are:
- effort
- performance
- outcome
Porter-Lawler: if rewards are regarded as equitable, the employee feels satisfied.
