Motivation Theory and Practice

Flashcards covering the definition of motivation, key characteristics, intrinsic vs extrinsic factors, and major need and process theories including Maslow, McClelland, Four Drive Theory, SDT, Expectancy Theory, and Goal Setting.

Motivation

Determines what drives engagement in a behavior or activity and enables management to meet the company’s goals.

Effort

The strength of the person’s work-related behaviour (a quantity characteristic of motivation).

Persistence

Continued efforts or determination to achieve a particular goal, often in the face of obstacles (a quantity characteristic of motivation).

Direction

The extent to which effort and persistence are channelled in a direction that benefits the organization (a quality characteristic of motivation).

Goals

Objectives toward which motivated behaviour is directed, which may sometimes be contrary to organizational objectives (e.g., absenteeism or sabotage).

Intrinsic Motivation

Self-applied motivation where behaviour is personally rewarding, such as being enjoyable, exciting, or challenging; strongly related to the quality of performance.

Extrinsic Motivation

Motivation applied by others where behaviour is based on earning a reward (awards, bonuses) or avoiding an adverse outcome; strongly related to the quantity of performance.

Employee engagement

An individual's emotional and cognitive (logical) motivation characterized by focused, intense, persistent, and purposive effort towards work-related goals.

Absorption

A high level of intensity in work characterized by focusing intensely on a task with limited awareness of events beyond that work.

Self-efficacy

The belief that an individual has the ability, role clarity, and resources to get the job done.

Need Theories of Work Motivation

Theories that specify the kinds of physiological and psychological wants or desires people have and the conditions under which they will satisfy them to contribute to performance.

Maslow’s Hierarchy of needs

A theory stating we are motivated by several primary needs, with the strongest source being the lowest unsatisfied need at the time.

Self-actualization

The concept popularized by Maslow that people are naturally motivated to reach their potential.

Process Theories of Work Motivation

Motivation theories that specify the details of how motivation occurs, complementing need theories.

McClelland’s Human Motivation Theory

Also known as Learned Needs Theory, it identifies three learned needs—Achievement, Power, and Affiliation.

Sirota's Three-Factor Theory

A theory identifying three factors that build worker enthusiasm: Equity/Fairness, Achievement, and Camaraderie.

Drive to acquire

A proactive drive to seek, take, control, and retain objects and personal experiences; the basis of competition and esteem.

Drive to bond

A proactive drive to form social relationships and develop mutual caring commitments with others.

Drive to comprehend

A proactive drive to satisfy curiosity and understand ourselves and the environment.

Drive to defend

The only reactive drive in Four Drive Theory, triggered by threat to protect ourselves physically and socially.

Self-Determination Theory (SDT)

Describes needs as universal necessities for psychological health, focusing on the quality of motivation (autonomous vs. controlled).

Competence

A psychological need in SDT described as feeling a sense of mastery and being effective in one’s environment.

Autonomy

A psychological need in SDT involving having choice and feeling volitional in one’s behaviour.

Relatedness

A psychological need in SDT defined as feeling connected to others.

Expectancy Theory of Motivation

Theory stating motivation is determined by employee beliefs regarding the relationship between effort, performance, and outcomes.

E-to-P Expectancy

The probability that a specific effort level will result in a specific performance level.

P-to-O Expectancy

The probability that a specific performance level will result in specific outcomes.

Valence

The anticipated satisfaction an individual expects to receive from an outcome.

Goal Setting Theory

The idea that goals are motivational when they are specific, challenging, and accompanied by commitment and feedback.

Proximal Goals

Short-term, discrete accomplishments.

Distal Goals

Long-term, higher-order goals that require a series of steps.

Learning Goal Orientation

A goal orientation focused on acquiring new skills and knowledge.

Performance Goal Orientation

A goal orientation focused on achieving specific performance results.