Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4 C H
A
P
T
E
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Motivation
?DESCRIBE the three distinct components of motivation,
?IDENTIFY the need levels in Maslow’s hierarchy,
?EXPLAIN Alderfer’s ERG Theory,
?COMPARE motivators and hygiene factors,
?DISCUSS the factors that reflect a high need for achievement,
?DEFINE the key terms in expectancy theory,
?DISTINGUISH between inputs and outputs in equity theory,
?IDENTIFY the key steps in goal setting,
?DESCRIBE the concept of the psychological contract,
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-3
Components of Motivation
the choice of
what to do
the strength of
the response
staying power of
behavior
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-4
The Motivation Process
Needs refer to deficiencies an individual
experiences at a particular time,
Physiological
Needs
(Food,Water)
Psychological
Needs
(Self-Esteem)
Sociological
Needs
(Social Interaction)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-5
Content Approaches
Physiological Needs
Safety and Security Needs
Esteem Needs
Love and Belongingness Needs
Self-Actualization Needs
MASLOW’S THEORY
(Needs are arranged and satisfied in a hierarchy)
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-6
Content Approaches
Physiological Needs
Safety and
Security Needs
Esteem Needs
Love and
Belongingness Needs
Self-Actualization
Needs
Maslow’s
Hierarchy
Existence Needs
Growth Needs
Relatedness Needs
Alderfer’s
ERG
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-7
Content Approaches
HERZBERG’S TWO-FACTOR THEORY
Dissatisfiers or Hygiene Factors
Extrinsic Conditions or Job Context
Dissatisifed Not Dissatisifed
Satisfiers or Motivator Factors
Intrinsic Conditions or Job Content
Not Satisifed Satisifed
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-8
Content Approaches
MCCLELLAND’S LEARNED NEEDS THEORY
Need for Power
(n Pow)
Concerns with influencing others
Need for Affiliation
(n Aff)
Reflects desires to interact socially
Need for Achievement
(n Ach)
Encourages challenging goal setting
?Takes on
responsibility
?Sets goals and
takes risks
?Desires feedback
High n Ach
Factors
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-9
Process Approaches,Expectancy Theory
First-level outcomes
? Those associated with doing
the job itself and include
? Productivity,absenteeism,
turnover,and quality of
production
Second-level Outcomes
? Those events that the first-
level outcomes are likely to
produce like
? Merit pay increases,group
acceptance or rejection,
promotion,and termination
Instrumentality
? Strength of belief that first-
level outcomes are
associated with second-
level outcomes
Valence
? Preference for certain
outcomes
Expectancy
? Perceived chance of an
outcome occurring because
of behavior
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-10
Process Approaches,Equity Theory
The Equity Theory
suggests that employees are motivated by a desire to be
equitably (fairly) treated at work,
INPUTS
OUTPUTS = INPUTS OUTPUTS
INPUTS
OUTPUTS < INPUTS OUTPUTS
INPUTS
OUTPUTS > INPUTS OUTPUTS
Person Comparison Other Result
EQUITY
INEQUITY
INEQUITY
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-11
Equity Issues
Distributive Justice
? The basis of equity
theory
? Fairness in allocating
outcomes
? Useful framework for
examining popular
two-tier wage
structures
Procedural Justice
? Fairness in
organizational decision-
making procedures
? Shown to have a positive
impact on several
affective and behavioral
reactions
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-12
Process Approaches,Goal Setting
Goal Setting
Attributes of the Mental (Cognitive) Processes
Goal Specificity
The degree of quantitative
precision (clarity) of the goal
Goal Difficulty
The degree of proficiency or the level
of performance that is sought
Goal Intensity
Pertains to the process of setting the goal
or determining how to reach it
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-13
Key Steps In Goal Setting
Perform a final review of goals set,modified,
and reviewed
Conduct an intermediate review and make
adjustments as needed
Emphasize goal attributes understood by
employee and manager
Prepare employees through increased
interaction and action plans
Diagnose for readiness
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-14
Motivation and Exchange Theory
The Psychological Contract
is an unwritten agreement between the individual
and the organization which specifies,
?Contributions expected of the person
?Inducements expected by the organization
The Psychological
Contract Conditions
?How well expectations
match
?Specific nature of
what is exchanged
Employee
Contributions
Employer
Inducements
Copyright ? 2002 by The McGraw-Hill Companies,Inc,All rights reserved,McGraw-Hill/Irwin
4-15
Motivation,The Manager’s Role
?Managers can influence the motivation state of
employees
?Managers should be sensitive to variations in
employees’ needs,abilities,and goals (desired
outcomes),
?Managers and employees should continually
monitor needs,abilities,goals,and preferences
?Managers need to provide employees with jobs
offering challenge,diversity,and a variety of
opportunities to satisfy needs