2.4. Motivation (and demotivation)

Motivation

Factors that arise, maintain, and channel behaviour towards a goal, can be intrinsic (from within) or extrinsic (from external factors).

Intrinsic Motivation

The drive to perform an activity for its own sake, due to enjoyment or personal satisfaction.

Extrinsic Motivation

The drive to achieve a goal based on external rewards or to avoid punishment.

Demotivation

A lack of interest or enthusiasm for work, often resulting in absenteeism and low productivity.

Absenteeism

The practice of regularly staying away from work without good reason.

Hygiene Factors

Aspects of work that do not lead to job satisfaction but can cause dissatisfaction if they are absent, such as working conditions and salary.

Motivators

Factors that increase job satisfaction and motivate employees, such as achievement, recognition, and responsibility.

Taylorism

A management theory focused on efficiency and productivity through task division and close supervision.

Maslow's Hierarchy of Needs

A motivational theory proposing that human needs are arranged in a hierarchy from basic needs like food and shelter to higher needs like self-actualization.

Job Enrichment

Redesigning jobs to provide employees with more challenging tasks and greater responsibility.

Empowerment

Giving employees more control over how they perform their work and the authority to make decisions.

Performance-Related Pay (PRP)

A compensation approach where part of an employee's pay is linked to their achieving specific performance targets.

Teamwork

A collaborative effort by a group of people to achieve a common goal.

Fringe Payments

Additional benefits or perks provided to employees beyond their salary, such as health insurance or company cars.

Commission

Payment based on the quantity or value of products sold by an employee.

Profit-related Pay

A compensation system where employees receive a share of the profits of the business.

Employee Share-Ownership Schemes

Programs that allow employees to own shares in the company they work for, aligning their interests with the company's performance.

Job Rotation

A technique to allow employees to switch between different tasks to reduce boredom and increase diversity of skills.

Training

A process aimed at enhancing employees' skills, knowledge, and abilities for their current job and future responsibilities.

Induction Training

Training given to new employees to help them understand the business and their role within it.

On-the-Job Training

Training that takes place at the workplace where employees learn by doing.

Off-the-Job Training

Training that occurs outside of the normal work environment, often in a classroom setting.

Job Enlargement

The process of increasing the number of tasks an employee is responsible for at the same level of complexity.

Self-Determination Theory

A psychological theory that emphasizes the role of intrinsic motivation and the psychological needs for autonomy, competence, and relatedness.

Positive Reinforcement

The addition of a rewarding stimulus following a desired behavior, increasing the likelihood of that behavior being repeated.

Negative Reinforcement

The removal of an aversive stimulus to increase the likelihood of a desired behavior.

Goal Setting Theory

A framework suggesting that specific and challenging goals, along with feedback, lead to higher performance.

Expectancy Theory

A theory stating that individuals are motivated to act based on their expectations of the outcome and the value placed on that outcome.

Vicarious Reinforcement

A process where an individual observes the reinforcement received by another and is motivated to imitate that behavior.

Behaviorism

A school of thought emphasizing that all behaviors are learned through interaction with the environment.

Social Learning Theory

A theory proposing that learning occurs through observing others and modeling their behaviors.

Attribution Theory

A framework for understanding how individuals interpret events and how this relates to their motivation and behavior.

Work-Life Balance

The equilibrium between personal life and professional life, crucial for overall well-being and satisfaction.

Job Satisfaction

The level of contentment employees feel regarding their job roles and work environment.

Motivation Hygiene Theory

A theory by Herzberg that distinguishes between hygiene factors that prevent dissatisfaction and motivators that encourage satisfaction.

Cognitive Dissonance

A psychological discomfort experienced when a person's beliefs are contradicted by their behaviors.

Burnout

A state of physical and emotional exhaustion caused by prolonged stress and overwork.

Employee Engagement

The emotional commitment an employee has to the organization and its goals, affecting their performance.

Transformational Leadership

A leadership style that inspires and motivates employees to innovate and create change that will help grow and shape the future success of the organization.

Transactional Leadership

A leadership style focusing on the role of supervision, organization, and performance, rewarding compliance and performance.

Organizational Culture

The shared values, beliefs, and practices that characterize an organization and influence its members' behaviors.

360-Degree Feedback

A performance appraisal method where feedback is gathered from multiple sources including peers, subordinates, and superiors.

Mentorship

A professional relationship in which an experienced individual (mentor) provides guidance and support to a less experienced individual (mentee).

Feedback

Information provided about performance, aimed at improving future behavior.

Motivation Theories

Frameworks that explain what drives individuals to take action or behave in certain ways.

Cognitive Motivation

Motivation driven by an individual's thoughts, beliefs, and mental processes.

Behavioral Motivation

Motivation that arises from the response to external stimuli and reinforcement.

Intrinsic vs. Extrinsic

Intrinsic is internal satisfaction; extrinsic is driven by outside rewards.

Employee Development

Investing in the growth of an employee’s skills and career potential.

Leadership Styles

Different approaches to leading and motivating teams, such as democratic or autocratic.

Empowerment

Providing employees with the authority and resources to make decisions.

Performance Management

The continuous process of identifying, measuring, and developing performance.

Recognition

Acknowledgment of an individual's efforts and achievements in the workplace.

Job Satisfaction Survey

A tool used to assess employee satisfaction with various aspects of their job.

Continuous Feedback

Frequent feedback given to employees, promoting ongoing improvement.

Employee Retention

Strategies aimed at keeping talented employees in an organization.

Work Motivation

Processes that drive individuals to perform efficiently and effectively at work.

Career Pathing

Planning the movement of an employee's career within an organization.

Coaching

A method of development in which a person is guided by a more experienced individual.

Work Environment

The physical and cultural conditions in which employees work.

Succession Planning

Preparing for future leadership roles by developing internal talent.

Team Dynamics

The psychological forces that influence a team's behavior and performance.

Organizational Commitment

The psychological attachment a worker has to their organization.