Lecture Exploring management - Chap 13: Motivation

After reading this chapter, you should be able to answer the following questions: Describe how human needs influence motivation to work, identify how thoughts and decisions affect motivation to work, understand how reinforcement influences motivation to work.

Motivation

Exploring Management

Human Needs and Job Design

• Maslow described a hierarchy of needs topped by self-actualization

• Alderfer’s ERG theory deals with

existence, relatedness and growth needs

• McClelland identified acquired needs for achievement, power and affiliation

• Herzberg’s two-factor theory focuses on higher-order need satisfaction

• The core characteristics model integrates motivation and job design

HUMAN NEEDS

Maslow’s Hierarchy

• Motivation – level, direction and

persistence of effort expended at work

• Maslow’s hierarchy

– Needs

• Unfulfilled desires that stimulate people to act

– Lower order needs

• Physiological, safety and social needs

– Higher order needs

• Esteem and self-actualization

HUMAN NEEDS

Maslow’s Hierarchy

HUMAN NEEDS

Alderfer’s ERG Theory

• Alderfer’s ERG Theory

HUMAN NEEDS

McClelland’s Acquired Needs

• Three acquired needs that vary in strength among people

HUMAN NEEDS

McClelland’s Acquired Needs

• Two forms of need for power

– Need for personal power

– Need for social power

HUMAN NEEDS

Herzberg Two-Factor Theory

needs to a job by adding

opportunities for planning

and controlling work

JOB DESIGN

Core Characteristics Model

JOB DESIGN

Core Characteristics Model

Thought Processes and Decisions

• Equity theory explains how social

comparisons motivate individual behavior

• Expectancy theory considers

motivation = expectancy x instrumentality x valence

• Goal-setting theory shows that

well-chosen and well-set goals can be

motivating

THOUGHT PROCESSES

Equity Theory

• Equity theory explains how social

comparisons can motivate individual behavior

– Perceived negative inequity

• Attempt to restore equity by working less or quitting

– Perceived positive inequity

• Attempt to restore equity

by extra effort

THOUGHT PROCESSES

Expectancy Theory

• Expectancy theory considers

motivation = expectancy x instrumentality x valence

THOUGHT PROCESSES

Expectancy Theory

THOUGHT PROCESSES

Goal Setting Theory

• Goal-setting theory shows that chosen and well-set goals can be motivating

Reinforcement

• Operant conditioning influences behavior

by controlling its consequences

• Positive reinforcement connects desirable behavior with pleasant consequences

• Punishment connects undesirable

behavior with unpleasant consequences

Law of Effect

• The law of effect states that behavior

followed by a pleasant consequence is

likely to be repeated; behavior followed by

an unpleasant consequence is unlikely to

be repeated

Operant Conditioning

– Influences behavior by controlling its

Negative Reinforcement

• Negative reinforcement

– Unpleasant consequence is avoided if

desirable behavior is exhibited

• Extinction

– Desired consequence is removed if

undesirable behavior is exhibited

• Punishment

– Discourages a behavior by making an

unpleasant consequence contingent on its occurrence

Operant Conditioning

Positive Reinforcement

• Positive reinforcement connects desirable behavior with pleasant consequences

– Law of contingent reinforcement

• Reward only when desirable behavior is demonstrated

– Law of immediate reinforcement

• Reward immediately after the desirable behavior is demonstrated

Positive Reinforcement

• Shaping

– Creating a new behavior by positive

reinforcement of similar behaviors