Motivation Organisational Behaviour

Beliefs of Taylorism

Money is a big motivator

what is motivation theories typically categorised into

content theories (attempt to explain specific things that motivate people at work and overlook skills of people) or process theories

examples of content theories

Maslows Heirachy of needs

Alderfers modified needs heirachal model

Herzbergs Two Factor Theory

Maslows Heirachy of Needs

he began with the assumption that people are wanting beings

humans needa are organised in a series of levels or tiers, starting from basic physiological needs and progressing to higher-level psychological needs such as self-actualization

others incllude safety needs, love and belonging and esteem

does maslows heirachy of needs have to be met in a specific order

no as a % of your esteem needs may be met but not fully before you start to develop self actualisation

difficulties with relating maslows heirachy of needs to the workplace

mangers need a complete understanding of peoples private and social life

individuals place different levels of value upon the same need

some needs such as pay can be seen as impacting more than one aspect of aslows heirachy

job satisfaction was the main thing maslow was trying to achive however this doesnt directly improve work performance

ERG theory

existence, relatedness and growth

this rethinks maslows heirachy of needs and puts it into 3 stages

3 aspects of ERG

existence (sustaining human existance)

relatedness (relationships to the social environment)

Growth (esteeem and self actualisation)

is ERG seen as a continium

yes and needs can be overlapping and persued at the same time

difference between Alderfers work and maslows

maslow suggests basic needs do have to be met first

Herzberg 2 factor theory

splits into 2 different factors

those which create dissatisfaction (hygine) and those which set to motivate (growth)

the two hold equal levels of importance

limitations of two factor theory

there is limited applicaition to those with unskilled jobs yet these are the ones who typically need motivating the most

expectancy theory

propose that a motive is an outocme that has become desirable

thinks that we are purposive and aware of our goals and actions

directly out behaviour is influenced by our perceptions of what the likely outcome is going to be

3 aspects of expectacy theory

valance (how big is the reward)

expectancy

instrumentality (does the performance lead to the reward)

all 3 of these things must be present

strenghts of expectancy theory

realistic if people think in a logical way however this does mean it isnt so effective on irrational beings

Equity theory

focuses on peoples feelngs of how fairly they are treated iin coomparison to others and is based in line with social exchnage theory

types of behaviour as consequcnes of inequity (equity theory)

change to inputs

change to outcomes

cofnitive distortion (think they are better than those aroun them)

leaving the field

goal setting theory

it should be viewed as a motivational teqique rather than a motivational theory

challenging goals that stimulate lead to high levels of performance

specific goals lead to high levels of performance

participation and involvement in goal setting is key

knowledge of results and past performances is also essential

goal setting better short or long term

short term

positives of goal setting

it means the goal can be outlined in a clear and specific way and everyobe is on the same page

drawbacks to goal setting

people who lack motivation dont typically have clear goals

goals may be too challenging and isolate employees

content vs process motivation

content is WHAT motivates you

process is HOW motivation happens

where are the two primary sources of motivation

intrinsic motivation

extrinsic motivation

what did taylor believe workers had

a natural laziness

therefore you need piece rates

what did ford believe motivated people

money

what did ford and taylor see motivation more as

extrinsic

whats the drawback to overly focusing on extrinsic motivation

it discourages cooperative behaviour and can have short term impacts only meaning a long term work culture simply cant be built

behaviourism

behaviour can be changed through the use of rewards and punnishments (sometimes seen as the carrot and stick approach

skinner and variable rewards

the idea of the unknown and variability can be more stimulating and thus can produce greater results

classical vs operant conditioning

classical is learnt because of stimuli where as operant is learn due to behaviour

goal setting theory

goals must be specific have targets, set incentives, use feedback,

contemporary needs based theory

we have 3 basic needs

autonomy

competence

relatedness

orientations and meaning at work

we bring different attitudes to work based on out culture, social environment and life history

Bureaucratic orientation

This is when a person sees work as a duty, a career, and something tied to the organisation itself. They tend to value rules, structure, hierarchy, and stable progression, and they often identify with the organisation rather than just the task. In motivation terms, this kind of worker is often motivated by promotion, security, status, and being a responsible member of the organisation.

Solidaristic orientation

This is when a person mainly identifies with their work group or colleagues rather than the organisation as a whole. They value teamwork, shared identity, and social relationships at work, and the job matters because of the group and collective purpose, not just the pay. In motivation terms, they are driven by belonging, camaraderie, and group loyalty.

Behaviourism psychology

an area of psychology which suggests that learning can ve managed through rewards and punnishments

content theories

theories of motivation which suggests that the content of work should be designed so as best to meet the needs which will motivate the workers

job enlargement and enrichment

more aspects to the job and increasing the quality of the job itself