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Motivation
The processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal
Intensity of motivation
How hard you try
Direction of motivation
What you need to do
Persistence of motivation
How long can you maintain your effort
Hierachy of Needs(Maslow)
Theory of Needs (McClelland)
Theory that everyone is driven by one of the three needs: Achievement, Power or Affiliation
Need for achievement
Need to excel or achieve to a set of standard
Need for power
Need to make others behave in a way they would not have otherwise
Need for affiliation
Need to establish friendly and close interpersonal relationships
Two-factor theory (Herzberg)
When sufficient, people will not be dissatisfied nor satisfied
McGregor’s theory X
People are lazy
People inherently(from nature) dislike work and responsibility
People need to be coerced(forced), monitored and controlled
McGregor’s theory Y
People like to work
People seek responsibility
People don’t need to be coerced, monitored and controlled
Self-Determination Theory
Theory that suggests that all humans have three basic psychological needs
Cognitive evaluation theory (Deci and Ryan)
Extrinsic rewards will reduce intrinsic interest in a task
Goal-Setting Theory (Locke and Latham)
Theory about specific and difficult goals, with feedback, lead to higher performance. Self-generated feedback is better than external
Goal Commitment
Goal-Setting Theory assumes an individual is commited to the goal and determined not to shirk or abandon it
Task characteristics
GST assumes that simple and independent tasks are better than complex and interdependent tasks
National culture
Changes according to dimensional scores of GLOBE needs more research
Self-Efficacy Theory (Bandura)
An individual’s belief of being capable of performing a task
Self-Efficacy Theory: Enactive mastery
Confidence through experience
Self-Efficacy Theory: Vicarious modeling
If others can do it….
Self-Efficacy Theory: Verbal persuasion
Motivational speakers
Self-Efficacy Theory: Arousal
Get energized
Expectancy Theory (Vroom)
Expectancy: Will my effort lead to high performance?
Instrumentality: Will performance lead to outcomes?
Valence: Do I find the outcomes desirable?
Equity Theory (Adams)
The theory about motivation depending on fairness in their work relationships
What would employees who perceive inequity do?
Change inputs
Change outcomes
Distort perceptions of self
Distort perceptions of others
Choose a different referent(vergelijking met andere)
Leave the field
Organizational Justice
Overall perception of what is fair in the workplace
Distributive Justice
Perceived fairness of outcome
Procedural Justice
Perceived fairness of process used to determine outcome
Interactional Justice
Sensitivity to the quality of interpersonal treatment
Job design
The way elements in a job are organized
Core job dimensions
Skill variety
Task identity
Task significance
Autonomy
Feedback
Job rotation
The periodic shifting of an employee from one task to another
Job enrichment
Adding high-level responsiblities to a job to increase intrinsic motivation
Telecommuting
Working from home at least two days a week through virtual devices that are linked to the employer’s office
Flextime
Flexible work hours
Job sharing
An arrangement that allows two or more individuals to split a traditional full-time job
Motivation through extrinsic rewards: Piece-rate pay
Fixed sum per unit of production. Positive relationship effort-pay, but not fit for all jobs
Motivation through extrinsic rewards: Merit-Based pay
Performance appraisal rating. Potentially positive relationship performance-pay. However validity of performance rating often questionable
Motivation through extrinsic rewards: Bonuses
Meeting goals. Financial gains but employee tends to meet goals at all cost
Motivation through extrinsic rewards: Skill-based pay
Number of skills of employees, number of jobs they can do. Flexibility and facilitates communication. However all the required skills have to be learned
Motivation through extrinsic rewards: Profit-sharing
Company’s profitability. Psychological ownership
Motivation through extrinsic rewards: Gainsharing
Group productivity. Cost-saving but tend to have lazy people
Motivation through extrinsic rewards: Employee stock ownership plan (ESOPs)
Company stock. Psychological ownership, but what if stock price goes down?