L2: Work Motivation

Work Motivation

Set of energetic forces that initiate work-related behavior and determine its form, direction, intensity, and duration.

Flow

A state of complete involvement in an activity for its own sake, leading to happiness or misery based on consciousness.

Hierarchy of Needs

Maslow's theory that basic needs must be met before higher-level needs can be fulfilled.

ERG Theory

Alderfer's theory that identifies three core needs:existence, growth, and relatedness, which can be pursued simultaneously.

Two Factor Theory

Herzberg's theory distinguishing between motivator factors that increase job satisfaction and hygiene factors that decrease job dissatisfaction.

Job Satisfaction

Influenced by motivator factors such as achievement, recognition, and personal growth.

Job Dissatisfaction

Influenced by hygiene factors such as working conditions, pay, and supervisor quality.

Acquired Needs Theory

McClelland's theory that motivation is determined by three needs:achievement, power, and affiliation.

Self-Determination Theory

Deci and Ryan's theory positing that motivation exists on a continuum from extrinsic to intrinsic.

Equity Theory

Adams' theory focusing on how individuals assess fairness by comparing their inputs and outputs to others.

Inputs

Contributions a person brings to a situation, such as effort and skills.

Outputs

Rewards a person receives from an organization, such as salary and recognition.

Organizational Justice Theory

Focuses on fairness in outcomes, processes, and interpersonal treatment within an organization.

Expectancy Theory

Vroom's theory explaining motivation based on the expectation that effort leads to performance, which leads to valued outcomes.

Expectancy

expectation that effort = performance

Instrumentality

belief that performance = outcome

Valence

degree to which outcome or reward is valued