Theories of Motivation Flashcards
Theories of Motivation
this theory of motivation is based on the assumption that people have 5 basic needs that emerge in a hierarchical order from the most. basic to the most complex (physiological, safety, social, esteem, & self-actualization) and assumes that the lowest unfulfilled need in the hierarchy is the strongest motivator (is “prepotent”) and that, once a need is satisfied, it ceases to motivate behavior & the next need in the hierarchy becomes the primary source of motivation with the exception of self-actualization (or the need to fulfill one’s potential), which is never completely satisfied
Maslow’s (1970) Need Hierarchy Theory
Theories of Motivation
list a criticism of Maslow’s (1970) Need Hierarchy Theory
assumptions & predictions are not evidence-based
Theories of Motivation
this theory addresses both motivation and satisfaction and predicts that satisfaction & disssatisfaction are independent states that are affected by different factors: hygiene & motivator factors
Herzberg’s (1966) Two-Factor Theory
Theories of Motivation
these factors are associated with Herzberg’s (1966) two-factor theory and include pay benefits, working conditions, & relationships with co-workers and are also known as job context factors & fulfill lower-order needs
hygiene factors
Theories of Motivation
when hygiene factors are not adequate, a worker feels ____, but the availability of hygiene factors does not contribute to ____ or ____
dissatisfied; satisfaction & motivation
Theories of Motivation
these factors are associated with Herzberg’s two-factor theory and include opportunities for responsibility, challenge, & advancement (aka job content factors) and fulfill higher-order needs
motivator factors
Theories of Motivation
when motivator factors are adequate, a worker is both ____ & ____, but the absence of motivator factors does not cause ____
satisfied & motivated; dissatisfaction
Theories of Motivation
this method of designing jobs, developed by Herzberg, provides motivator factors and can be applied to different types of jobs, but its effects depend on certain worker characteristics (e.g., it tends to have the most positive outcomes for younger and well-educated workers & those with a high need for achievement)
job enrichment
Theories of Motivation
this is also a type of job redesign but only involves adding new tasks to the job; may alleviate boredom, but no effect on satisfaction & motivation
job enlargement
Theories of Motivation
this theory of motivation is based on the assumption that the most important contributor to worker’s motivation to achieve goals is the workers acceptance of and committment to those goals. Research has found that levels of goal acceptance & commitment are greatest under these 2 conditions
Latham & Locke’s (2007) Goal-Setting Theory
1) specific & moderately difficult goals
2) regular & immediate feedback
Theories of Motivation
research on goal-setting theory has found that when workers participate in setting their own goals, the goals tend to be (more/less/similarly) difficult compared to the goals their supervisor would have set for them
more difficult
Theories of Motivation
research on goal-setting theory has found that ____ in goal-setting is not necessary for goal commitment except in certain circumstances
participation
Theories of Motivation
research on goal-setting theory has found that group goals result in better performance than individual goals when the accomplishment of the task requires a high degree of what?
worker independence
Theories of Motivation
this theory of motivation attributes a worker’s level of motivation to social comparisons and proposes that worker’s compare their own inputs (what they contribute to work) & outcomes (the pay & other reinforcers they receive from work) to the inputs & outcomes of workers doing the same or a similar job
Adams’s (1965) Equity Theory
Theories of Motivation
according to Equity Theory, when the input/outcome ratios are (higher/lower/similar), workers experience a state of equity (fairness) & are motivated to maintain their current performance levels
similar
Theories of Motivation
according to equity theory, if a worker believes their input/outome ratios differ, they experience a state of inequity and are motivated to… & when are workers more likely to feel motivated?
to act in ways that will establish equity,
when their inputs > outcomes compared to other workers
Theories of Motivation
according to Equity Theory, this type of inequity occurs when a worker perceives their input-outcome ratio to be less than that of others (working less for more pay), it may motivate the worker to increase their work quality or quantity
overpayment inequity
Theories of Motivation
according to Equity Theory, this type of inequity occurs when a worker perceives their input-outcome ratio to be greater than that of others (working more, getting paid less), it may motivate the worker to decrease their work quality and/or quantity or attempt to obtain better outcomes
underpayment inequity
Theories of Motivation
according to Equity Theory, which type of inequity has a stronger impact on worker motivation & performance
underpayment
Theories of Motivation
this theory of motivation describes job motivation as the result of 3 factors: expectancy, instrumentality, & valence
Vroom’s (1964) Expectancy Theory
aka VIE theory
Theories of Motivation
this factor of expectancy theory refers to the worker’s belief that effort will lead to successful performance
expectancy
Theories of Motivation
this factor of expectancy theory refers to the worker’s belief that successful performance will result in certain outcomes
instrumentality
Theories of Motivation
this factor of expectancy theory refers to the value of expected outcomes to the worker
valence
Theories of Motivation
according to expectancy theory, a worker’s motivation will be high only when which of the following is/are positive
A) expectancy
B) instrumentality
C) valence
D) all of the above
D) all of the above
Theories of Motivation
Several months after being hired, Sally is not feeling very motivated to put much effort into her work because she realizes that, no matter how well she performs her job, she’s not likely to get the rewards she was told she’d receive when she interviewed for the job. According to expectancy theory, which of the following contributors to motivation is being negatively affected by Sally’s realization?
A. expectancy
B. valence
C. instrumentality
D. equity
C. instrumentality
Theories of Motivation
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Theories of Motivation
this theory of motivation was one of the earliest theories and is based on the assumption that humans are motivated to maintain a state of equilibrium (homeostasis) and proposes that an unfulfilled innate psychological need causes an uncomfortable state of disequilibrium & a drive to restore equilibrium by engaging in behaviors that fulfill the need
Hull’s (1943) drive-reduction theory
Theories of Motivation
Hull (1943) proposed that when a behavior is reinforced by satisfying a need, the behavior is likely to become a ____
habit
Theories of Motivation
Hull’s (1943) drive-reduction theory was replaced by a number of other theories after the 1950’s primarily due to these 2 limitations
1) no explanation of drives unrelated to physiological needs (e.g., the drive to seek power)
2) no explanation of engagement in behaviors without unfilled needs present (e.g., eat in the absence of hunger)
Theories of Motivation
this theory of motivation focuses on the impact of acquired psychological needs on motivation and proposes that these needs are shaped by early experiences and distinguishes between 3 acquired needs that contribute to work motivation: need for achievement, need for power, and need for affiliation
McClelland’s (1961) Acquired Needs Theory
Theories of Motivation
according to McClelland’s (1961) Acquired Needs Theory, people who have a high need for ____ are motivated by a desire for success in accomplishing their goals
achievement
Theories of Motivation
list 4 work-related preferences of people with a high need for achievement
1) prefer tasks with moderate levels of difficulty & risk (i.e., they have a 50/50 chance of being successfully accomplished)
2) want to assume personal responsibility for accomplishing tasks
3) prefer not to delegate work to others
4) desire clear & frequent performance feedback
Theories of Motivation
according to McClelland’s (1961) Acquired Needs Theory, people who have a high need for ____ are motivated by opportunities to control & influence other people and to gain a) status, b) prestige, and c) recognition
power
Theories of Motivation
according to McClelland’s (1961) Acquired Needs Theory, people who have a high need for ____ want to be liked & accepted by others and are motivated by opportunities to form relationships & interact with others
affiliation
Theories of Motivation
this model proposes that jobs vary based on skill variety, task identity, task significance, autonomy, & feedback and those affect 3 critical psychological states of workers, that then have positive effects on workers’ job motivation, satisfaction, & performance
Hackman & Oldham’s (1980) Job Characteristics Model
Theories of Motivation
according to Hackman & Oldham’s (1980) Job Characteristics Model, workers experience their jobs as meaningful when the job provides these 3 of the 5 core characteristics
skill variety
task identity & significance
Theories of Motivation
according to Hackman & Oldham’s (1980) Job Characteristics Model, when a job provides opportunities to act autonomously, workers…
feel responsible for outcomes of their work
Theories of Motivation
according to Hackman & Oldham’s (1980) Job Characteristics Model, when a job provides regular performance feedback, workers…
know the results of their efforts
Theories of Motivation
Hackman & Oldham also contend that job outcomes are moderated by ____
growth-need strength
Theories of Motivation
according to Hackman & Oldham, workers with high growth-need strength (seek to fulfill higher-order needs) are more likey than those with low growth-need strength to be (positively/negatively) affected by a job that provides the 5 core characteristics
postively (affected)
