W09: Work motivation and HRM across countries Flashcards
Nature of Motivation (def, determinants)
Motivation is a psychological process through which unsatisfied wants or needs lead to drives that are aimed at goals or incentives
Determinants:
> Intrinsic - an individual experiences fulfillment through carrying out an activity itsself and helping others
> Extrensic - incentives in the external environment
Basic Motivation Process
Unsatisfied need > drive towards to satisfy need > attainment of the goal (need satisfaction)
This process is universal - all people are motivated to pursue goals they value. The needs and goals can be different across countries
Content Theories of Motivation
Explains work motivation in terms of what arouses, energizes, or initiates employee behavior
Maslow’s hierarchy-of-needs, Herzberg’s motivator and hygiene factors, McClelland’s achievement motivation
Maslow’s Hiarchy of needs
- Physiologival
- Safety
- Social
- Esteem
- Self-actualization
Haire’s cross national study about the hierarchy of needs
> International managers indicate that upper level is more important to them.
Collectivist Need Hierarchy due to Western Bias
- Belonging (social)
- Physiological
- Safety
- Self-actualization
Herzberg’ Two-Factor Theory
Motivators: Job content factors such as achievements, recognition, responsibility, advancement and the work itself. Without them no motivation
Hygiene factors: Job-context factors like salary, working conditions, company policies etc.
The theory is internationally supported
McClelland’s Achievement Motivation Theory
Some individuals have a strong motivation to get ahead, to attain success, and to reach objectives
> High achievers
- like situation in which they can take personal responsibility for finding solutions to problems
- moderate risk-takers
- need for feedback
- rather loners than team players
How to stimulate high achievement motivation:
> Obtain feedback on performance and use the information to channel efforts into areas where success is likely
> develop an internal desire for success and challenges
> daydream in positive terms
- less relevant in cultures where less value is attributed to individual achievement
- many countries do not support
Process Theories of Motivation
Explains work motivation by how employee behavior is initiated, redirected, and halted
> Equity Theory
Goal-setting theory
Expectancy Theory
Equity Theory (process)
Equity theory focuses on how motivation is affected by people’s perception of whether they are treated fairly
While there is a considerable support for this theory in the Western world, studies from other countries do not always support the equity theory predictions
Asia, Middle East, Latin America tend to accept for harmony
Goal-Setting Theory (process)
The goal-setting theory focuses on how individuals set goals and respond to them and the overall impact of this process on motivation
Specific areas
> Level of participation when setting goal
> Goal Difficulty
> Goal Specificity
> Importance to achieving the goal
> Timely feedback regarding progress towards goals
Employees perform well when
> they are assigned challenging goals
> they are assigned specific goals
> they participate in the process of setting the goals
Participation in goal-setting Norway vs the USA
Expectancy Theory (process) where applicable ?
Expectancy theory assumes that motivation is influenced by a person’s belief that
> Effort will lead to performance
> Performance will lead to specific outcomes
> Outcomes will be of value to the individual
The expectancy theory is applicable when employees have considerable control over their work and its outcomes.
In countries where people believe that what happens is beyond their control (external locus of control), the expectancy theory is less applicable
HRM Practices effective in motivating employees across countries
- Work centrality
- Job design
- Reward system
Work centrality
Importance of work in an individual’s life relative to other areas of interest
Countries differ in perceived importance of work
Japan vs. Poland
Job design
Job content, methods used in the job, way job relates to other job in organization
Job design usually reflect cultural values of the country
Sociotechnical Job Designs blend personnel and technology
Reward Systems
Everywhere rewards are used to motivate personnal.
Differences between reward syste between countries exist
i.e. Asian group rewards vs American individual rewards, financial vs non-financial rewards
