Motivation and Job Satisfaction

These flashcards cover key concepts related to motivation, job satisfaction, and relevant theories from the provided lecture notes.

Motivation

A set of energetic forces that originate from both within and beyond an individual’s being to initiate work-related behavior.

Internal Motivation

Motivation that comes from within an individual; includes purpose, emotions, love, and the need for achievement.

External Motivation

Motivation that originates from outside an individual; includes factors such as reputation, money, and peer pressure.

Direction of Behavior

Which behaviors a person chooses to perform in an organization and whether they align with expected tasks.

Intensity

The level of effort a person exerts to perform a chosen behavior.

Duration (Persistence)

How long a person continues to try to perform a chosen behavior despite obstacles.

Motivation vs Performance

High motivation does not always result in high performance, as skills and abilities also play a critical role.

Intrinsic Motivation

Behavior performed for its own sake, with motivation coming from the act of performing the behavior.

Extrinsic Motivation

Behavior performed to acquire material or social rewards or to avoid punishment.

Herzberg’s Motivator-Hygiene Theory

Proposes that there are two sets of needs: motivator needs, which are internal factors, and hygiene needs, which are external factors.

Motivator Needs

Internal factors that lead to job satisfaction, associated with the work itself, such as responsibility and interesting tasks.

Hygiene Needs

External factors that if unmet cause dissatisfaction, including working conditions and job security.

Maslow’s Hierarchy of Needs

A model proposing that human needs can be arranged in a hierarchy, starting from physiological to self-actualization needs.

Alderfer’s ERG Theory

A theory proposing three levels of needs: Existence, Relatedness, and Growth, allowing for more flexibility in satisfying needs.

Expectancy Theory (VIE Theory)

A theory about work motivation focusing on how individuals decide among alternative behaviors and effort levels based on expected outcomes.

Valence

The attractiveness of anticipated outcomes or how desirable they are to an individual.

Instrumentality

The belief that first-level outcomes will lead to second-level outcomes.