Organizational Behavior Test 2

Motivation

the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal.

Maslow’s Hierarchy of Needs:

physiological needs; Safety and security needs; Love (social) needs; Esteem needs; Self-actualization

Alderfer’s ERG Theory:

Existence;Relatedness; Growth

Theory X:

managers assume employees dislike the work they perform and therefore they must be directed and even coerced into performing it

Theory Y

managers assume employees view work as being natural and they accept it and even seek responsibility.

McClelland’s Need Theory

power, achievement, affiliation

Two-Factor Theory

Motivation factors: work conditions related to satisfaction; the work itself (recognition, achievement, increased responsibility, challenging work, growth, advancement). Hygiene/ Maintenance factors: work conditions related to
dissatisfaction outside the job (e.g. pay, benefits, job security, working conditions, relationship with co-workers, company policies). Maintenance factors are needed to stop dissatisfaction. Motivation factors are
needed to make employees more satisfied.

Equity theory

People compare their perceived inputs (effort, experience, intelligence) and outputs (recognition, praise, pay, promotion) to that of relevant others.

Inequity theory

suggests inequity or unfairness motivates people more than equity or fairness

Expectancy Theory of Motivation

Instrumentality: belief that performance is related to rewards. Expectancy: belief
that effort leads to performance. Valence: value or importance placed on a reward. Reinforcement Theory: Behavior can be controlled through the use of rewards (or punishments)