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1. Motivation is the driving force that energizes, directs, and sustains a person's efforts to attain a goal.
2. Early motivation theories focused on either the content of motivation (what motivates people) or the process of motivation (how motivation works).
3. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill lower level needs like physiological and safety needs before pursuing higher level needs like esteem and self-actualization needs.
1. Motivation is the driving force that energizes, directs, and sustains a person's efforts to attain a goal.
2. Early motivation theories focused on either the content of motivation (what motivates people) or the process of motivation (how motivation works).
3. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill lower level needs like physiological and safety needs before pursuing higher level needs like esteem and self-actualization needs.
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1. Motivation is the driving force that energizes, directs, and sustains a person's efforts to attain a goal.
2. Early motivation theories focused on either the content of motivation (what motivates people) or the process of motivation (how motivation works).
3. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill lower level needs like physiological and safety needs before pursuing higher level needs like esteem and self-actualization needs.
Droits d'auteur :
Attribution Non-Commercial (BY-NC)
Formats disponibles
Téléchargez comme TXT, PDF, TXT ou lisez en ligne sur Scribd
Definition of Motivation Motivation – The driving force within individuals by which they attempt to achieve some goa l in order to fulfill some needs or expectation. The degree to which an indivi dual wants to choose in certain behavior. Motivation as a process.. It is a process by which a person’s efforts are energized,directed and sustain ed towards attaining the goal. Energy- A measure of intensity or drive. Dire ction- Towards organizational goal. Persistence- Exerting effort to achieve go al Motivation works best when individual needs are compatible with organizatio nal goal. Basic model of motivation Drive force (Behavior or Action) To Achieve Needs or expectations Result in Desired Goals Feedback fulfillments Which Provides Motivation is… Complex Psychological Physical Unique to each and every person Context sensitive Not fully understood Qualities of Motivation Energizes behavior Directs behavior Enable persistence towards a goal Ex ists in varying details Six C’s of Motivation.. Challenges Choices Control collaboration Consequences Constructing meaning Groups of Motivational Theories Internal Suggest that variables within the individual give rise to motivatio n and behavior Example: Maslow’s hierarchy of needs theory Process Emphasi ze the nature of the interaction between the individual and the environment Ex ample: Expectancy theory External Focus on environmental elements to explain behavior Example: Two-factor theory Early Theories of Motivation Content Theories: Emphasis on what motivates individuals. Maslow’s need Hier archy Macgregor s Theories X & Y Herzberg’s two factors theory Process Theories of Motivation Emphasis on actual process of motivation. Three needs Theory ( McClelland) G oal-setting Theory Reinforcement Theory Designing Motivating theory Equity Theory Expectancy Theory Maslow’s Hierarchy of needs theory Needs were categories as five levels of lowerhigher-order needs. Individual must satisfy lower-level needs before they can satisfy higher order needs. Sat isfied needs will no longer motivate. Motivating a person depends on knowing a t what level that a person is on the hierarchy. POTENCY of NEEDS The needs are INNATE, but they are not of equal potency (strength). They are arr anged in a hierarchy of potency. AN INDIVIDUAL IS MOTIVATED BY HER/HIS MOST POTE NT UNSATISFIED NEED HIERARCHY and SEQUENCE What Is a Hierarchy? You must successfully complete (resolve, equilibrate one st age before you go to the next.) How Is Hierarchy Related To Sequence? All hierar chical theories are sequential, but not all sequential theories are hierarchical . Hierarchy of Needs Lover order ( External ) : Physiological and safety needs Higher order ( Int ernal ) : Social, Esteem, and Self-actualization Self-Actualization Needs Esteem Needs Social Needs Safety Needs Physiological ne eds McGregor’s Theory X and Y Theory X Assume that workers have little ambition,dislike work, avoid respon sibility,and require close supervision. Theory Y Assumes that workers can ex ercise selfdirection,desire, responsibility, and like to work. Assumption Mo tivation is maximized by participative decision making, interesting jobs, and go od group relation. Motivational Theories X & Y SA Esteem Social Safety & Security Physiological Theory Y - a set of assumptions of how to manage individuals motivated by higher order needs Theory X - a set o f assumptions of how to manage individuals motivated by lower order needs Herzberg’s Motivation-Hygiene Theory Job satisfaction and job dissatisfaction are created y different factors. Hy giene factors- Extrinsic ( Environmental ) factors that create job dissatisfacti on. Motivation Factors- Intrinsic ( Psychological ) factors that create job sa tisfaction. Attempted to explain why job satisfaction does not result in incre ased performance The opposite of satisfaction is not dissatisfaction but rathe r no satisfaction. Motivation–Hygiene Theory of Motivation • Company policy & administration • Supervision • Interpersonal relations • Work ing conditions • Salary • Status • Security Motivation factors increase job satisfaction • • • • • • Hygiene factors avoid job dissatisfaction Achievement Achievement recognition Work itself Responsibility Advancement Growt h • Salary? Alderfer’s ERG Theory SA Esteem Love (Social) Safety & Security Physiological Growth Relatedness Existence McClelland’s Need Theory: Need for Achievement Need for Achievement ( nAch) The desire to excel and succeed McClelland’s Need Theory:Need for Power Need for Power – ( nPow ) The need to influence the behavior of others. McClelland’s Need Theory:Need for Affiliation Need for Affiliation – ( nAff ) The desire for interpersonal relationship Motivational Need Theories Maslow Self-actualization Alderfer Growth McClelland Need for Achievement Need for Power Higher Esteem Order self interpersonal Needs Belongingness (social & love) Relatedness Need for Affiliation Lower Order Needs Safety & Security interpersonal physical Physiological Existence Adams’s Theory of Inequity Inequity - the situation in which a person perceives he or she is receiving less than he or she is giving, or is giving less than he or she is receiving Motivational Theory of Social Exchange Comparison other Outcomes = Outcomes Inputs Inputs Outcomes < Inputs Outcomes > Inputs Outcomes Inputs Outcomes Inputs Person Equity Negative Inequity Positive Inequity Strategies for Resolution of Inequity Alter the person’s outcomes Alter the person’s inputs Alter the co mparison other’s outputs Alter the comparison other’s inputs Change who is used as a comparison other Rationalize the inequity Leave the organizational situatio n New Perspectives on Equity Theory Equity Sensitive I prefer an equity ratio equal to that of my comparison other New Perspectives on Equity Theory Benevolent I am comfortable with an equity ratio less than that of my comparison other New Perspectives on Equity Theory Entitled I am comfortable with an equity ratio greater than that of my comparison other Expectancy Theory of Motivation: Key Constructs Valence - value or importance placed on a particular reward Expectancy - belief that effort leads to performance Instrumentality - belief that performance is re lated to rewards Expectancy Model of Motivation Effort Effort Performance Reward Perceived effort– performance probability Perceived performance– reward probability Perceived value of reward “If I work hard, will I get the job done?” “What rewards will I get when the job is well done?” “What rewards do I value?”