Employee Motivation in the Workplace

Motivation

Internal and external factors that stimulate desire and energy in individuals to be committed to something.

Conscientiousness

The best predictor of work performance, organizational citizenship behavior (OCB), and academic performance.

Self-Esteem

The extent to which a person views themselves as valuable and worthy.

Korman’s Consistency Theory

Employees are motivated to perform at levels consistent with their self-esteem.

Organization-based self-esteem (OBSE)

How a person feels about themselves based on the expectations of others.

Self-fulfilling prophecy

Individuals perform as well or poorly as they expect to perform.

Galatea effect

High self-expectations lead to higher levels of performance.

Pygmalion effect

Beliefs about an individual influence their performance.

Golem effect

Negative expectations lead to decreased performance.

Intrinsic Motivation

Work motivation in the absence of external factors.

Realistic Job Preview (RJP)

Recruitment method that presents both positive and negative job aspects.

Job Characteristics Theory

Certain job characteristics affect job satisfaction based on worker needs.

Maslow’s needs hierarchy

A theory categorizing human needs from physiological to self-actualization.

Alderfer’s ERG theory

Categorizes needs into existence, relatedness, and growth.

Herzberg’s two-factor theory

Differentiates between motivators (job satisfaction) and hygiene factors (prevent dissatisfaction).

McClelland’s theory of needs

Identifies needs for achievement, affiliation, and power.

Self Determination Theory (SDT)

Proposes innate needs for competency, autonomy, and relatedness.

Four Drive Theory

Employees are influenced by drives to acquire, bond, learn, and defend.

SMART Goals

Specific, Measurable, Attainable, Relevant, Time Bound criteria for goal setting.

Feedback

Essential for employee performance improvement; should be immediate, frequent, and constructive.

Incentives

Rewards for achieving goals, based on operant conditioning principles.

Premack Principle

Reinforcement is relative within and between individuals.

Financial Rewards

Part of compensation or bonuses for achieving goals.

Individual Incentive Plans

Pay based on individual performance, such as commissions.

Group Incentive Plans

Bonuses based on group productivity improvements.

Expectancy Theory

Motivation is a function of expectancy, instrumentality, and valence.

Equity Theory

How perceived fairness in work situations affects motivation.

Input/Output Ratio

Comparison of what employees put into their jobs versus what they receive.

Reducing Perceived Inequity

Strategies include changing inputs, outcomes, or altering perceptions.