MOTIVATIONAL THEORIES Flashcards
CHARACTERISTICS of Maslow’s Hierarchy of needs
Maslow’s theory aimed to provide a framework for understanding human motivation and guiding personal and organizational development.
He believed that by identifying and addressing human needs, individuals could achieve a state of self-actualization, where they reach their highest potential and experience a sense of purpose and satisfaction in life. Maslow’s Hierarchy of Needs suggests that all humans are driven by their needs.
Maslow surmised that needs can be categorized into a hierarchical structure.
Basic physiological needs first (e.g. food and shelter)
Higher level needs later (e.g. safety, love and belonging, esteem, and self-actualization)
This theory implies that people fulfill their needs in a sequential manner from most basic and immediate to most complex and enduring.
key strengths of Maslow’s Hierarchy
Comprehensive framework: holistic framework for understanding human motivation and offers a clear roadmap for personal and professional development. (e.g. if a person is worried about losing their job (Safety), they aren’t going to be concerned about peer respect (Esteem)
Practical application: The theory has practical applications in fields like psychology, education, and business. It can inform motivational strategies in the workplace, and aid in understanding employee behaviour and motivation.
Key weaknesses of Maslow’s Hierarchy of needs
Cultural / Individual variations: not universally applicable. Cultural values and individual differences can significantly impact the importance and prioritisation of different needs.
Lack of empirical evidence: Maslow’s hierarchy lacks strong empirical evidence to support its claims. The theory is based on subjective observations and self-report data, which may limit its scientific validity and generalisability.
characteristics of Herzberg’s Motivation-hygiene Theory
Conducted research to understand the factors that contribute to job satisfaction.
Underlying motivators (intrinsic factors) and hygiene factors (extrinsic factors) that influence employee attitudes and behaviors in the workplace.
Provided insights into how to create motivating work environments
Also known as the Two-Factor Theory
Suggests job satisfaction and dissatisfaction stem from separate factors.
Motivators (recognition, achievement, and growth opportunities) - Intrinsic factors.
Hygiene factors (salary, job security, and work conditions). These factors prevent dissatisfaction, but do not directly lead to satisfaction. - Extrinsic Factors
Businesses need to address both motivators and hygiene factors to create a positive and motivating work environment
key stregths of herzberg’s Motivational theory
Also known as the Two-Factor Theory
Suggests job satisfaction and dissatisfaction stem from separate factors.
Motivators (recognition, achievement, and growth opportunities) - Intrinsic factors.
Hygiene factors (salary, job security, and work conditions). These factors prevent dissatisfaction, but do not directly lead to satisfaction. - Extrinsic Factors
Businesses need to address both motivators and hygiene factors to create a positive and motivating work environment
key weaknesses of herzberg’s theory
Limited scope: the theory oversimplifies the complex nature of employee motivation, by potentially overlooking other important factors that contribute to employee satisfaction and performance.
Lack of universal applicability: potentially not applicable in all cultural contexts. Job satisfaction and dissatisfaction may vary across cultures and individuals, making it challenging to universally apply this theory.
vrooms expectancy theory
A person’s motivation is determined by their perception of effort vs reward.
People are motivated when they believe that their efforts will result in high performance, leading to strong outcomes.
Three key factors determine level of motivation:
1.Expectancy (likelihood of achieving the outcome)
2.Instrumentality (link between performance and outcome)
3.Valence (value attached to outcome)
key strenghts of Vroom’s theory
Individual-centred: recognizes the importance of individual beliefs, expectations, and perceptions on motivation levels. E.g. People each have unique interpretations of the link between effort, performance, and outcomes.
Practical application: practically helps businesses to enhance motivation and performance. By understanding the 3 factors, businesses can design reward systems, provide clear expectations, and training to align employees’ motivations with desired outcomes.
Key weaknesses
Complex to measure: measuring the three factors can be challenging and requires subjective judgments and self-assessments, making it difficult to accurately gauge individual motivations and predict outcomes.
Limited scope: neglects other important factors of motivation, like intrinsic factors, social dynamics, and external influences. E.g. the theory may not capture the full complexity of motivation.
ADAM’S E quity theory
Explain how people perceive fairness in social exchanges and how it affects their motivation.
Highlights the importance of perceived equity in workplace relationships
Fairness = employee satisfaction, engagement, and productivity
The role of social comparisons is key.
Adam’s Equity Theory proposes that individuals are motivated when they perceive that they are fairly rewarded for their efforts.
Inputs (effort, contributions)
Outputs (rewards, outcomes)
People want a sense of equity / balance in their exchange relationships.
When they feel unfairly rewarded, people restore balance by altering their level of input/effort…
This is all about perceived fairness and social comparisons which influences employee motivation / satisfaction
Key strenghts of Adams theory
Focus on fairness: focusses on perceived fairness and acknowledges that individuals are sensitive to the balance between their inputs and outcomes. Emphasis the objective of achieving employee equity for increased engagement and retention.
Practical implications: practical implications for businesses striving to create a fair and motivating work environments e.g. equitable distribution of rewards, recognition, and opportunities. The theory also encourages open communication and addressing perceived inequities.
key weaknesses of Adam’s theory
Individual differences: does not account for individual differences in perceptions of fairness. What is fair for one person, may be unfair for another. Hence, the theory overlooks the complexity of personal values and interpretations of fairness.
Limited focus: primarily focuses on tangible rewards and overlooks the significance of intrinsic motivators and non-monetary factors. This doesn’t fully capture the complexity of employee motivation and satisfaction.
