Motivational Theories Flashcards
Maslow’s Hierarchy of Needs
Worker motivated to satisfy specific needs. (1) Basic needs of physiological/survival and (2) security and safety must be satisfied before higher human needs (motivators) can be met (3) social; (4) self-esteem; (5) self-realization/self-actualization
Examples of Maslow basic needs
pay, benefits, working conditions, schedule
Examples of Maslow security and safety needs
insurance, retirement plans, job security
Examples of Maslow social needs
organized activities at work
Examples of Maslow self-esteem needs
job title, praise, rewards, promotions
Examples of Maslow self-realization/self-actualization needs
realizing potential growth using creative talents - advanced training, job enrichment
Herzberg’s two-factor theory
motivation and maintenance approach - maintenance (hygiene) factors if present are satisfiers and if not present are dissatisfiers, if lacking will interfere with work - do not produce motivation but can prevent motivation from occurring. Motivators give energy and enthusiasm and provide job enrichment
Examples of Herzberg maintenance (hygiene) factors
fair wage, insurance, retirement benefits, supervision, schedule, working conditions, interpersonal relationships on the job
Examples of Herzberg motivators
achievement, personal accomplishment, recognition, responsibility, participation in decision making, opportunities for growth and advancement
McClellan’s achievement theory
power-affiliation theory - people have three needs: need to achieve, need for power, need for affiliation
McGregor Theory X and Theory Y
the attitude of the MANAGER towards employees has an impact on job performance. Theory X = people inherently dislike work and will avoid if possible, so manager is negative, controlling, autocratic. Theory Y= work is natural and management should arrange conditions so workers can achieve goals, so manager is positive and participative
Hawthorne studies
involving people in the process makes them more productive - employees given special attention (placebo effect) improved their behavior
Expectancy theory
REWARDS - can be motivators under certain circumstances - if employee believes effective performance = reward, and if rewards are personally attractive to the employee
Path-Goal theory
Offshoot of Expectancy Theory - focuses on leader’s effect on employee motivation - employee will be motivated to behave in a particular manner if there is an expectation that the behavior will result in a particular goal and depending on how strongly the person desires the goal
Leadership Grid - most desired form
Team management - high concern for people and production
