Class 8: Theories of Motivation

Motivation

Is a process that account for individual’s intensity, direction, and persistence. Motivated individuals stay with a task long enough to achieve the goal

Intensity

Amount of effort put forth to meet goal

Direction

Effort channeled toward goal

Persistence

How long effort is maintained

Intrinsic motivation

Stems from direct relationship between worker and task

• feelings of achievement or accomplishment

• Feelings of competence drives from performing job

• Enjoying the challenge

• Sheer interest in job or task itself

Extrinsic motivation

Stems from work environment external to task

• pay + fringe benefits

• Company policies

• Esteem from others

• Grades

McClelland’s Needs Theory

Achievement, affiliation, power

Achievement

Desire to do challenge task well

• value personal responsibility

• Set difficult goals with calculated risks

Affiliation

Desire to establish positive relationships

• want to be liked

• Avoid conflict and competition, desire for belonging

Power

Desire to influence others; make impact

• seek environments where they can be influential

• Strong concern for personal prestige; self-serving, but can also serve organization

Expectancy theory

I’ll put in the work if i think it’ll get pay out. (Effort, performance, reward)

Effort

If i prepare extra for my interview, will i do well? (Expectancy)

Performace

If i do well on my interview, will i be offered the job? 9instrumentality)

Reward

If in get the job, would i take it? Do i actually want it? (Valence)

Goal setting theory

Clear and difficult goals make me work harder

Goals most motivational

• when specific, challenging

• When members are committed

• When feedback about progress toward goal attainment is provided

Leads to:

1, greater effort

2. Increased and prolonged persistence

3. 3. Improved strategiess to attain goals

SMART1 Goals

• Specific: the goal is precise on what is to be accomplished

• Measurable: the goal to be accomplished can be assessed objectively

• Achievable: the goal is within reach yet also challenging

• Results-based: the goal has clear, demonstrable outcomes (not just activities)

• Time specific: the goal has a specific time by which it it to be accomplished

SMART2 goals

• Significant: the goal is challenging and important

• Meaningful: the goal has meaning beyond its objective value

• Agreed upon: members participate in developing their own goals

• Relevant: the goal is linked to important issues for a variety of stakeholders

• Timely: the goal is appropriate for the present situation and the future

Goal orientation

• refers to an individual’s goal preference in achievement situations

  • Proximate: near term

  • Distal: long term

  • Outcome: results

  • Process: behaviors

What motivates workers needing affiliation?

• Desire for friendly and close interpersonal relationships

• Need for affirmation and belonging

• Mutually beneficial connections and reciprocal exchange