UCR PSYCH 142 - Chapter 8: Motivation

Maslow's Hierarchy of Needs

Motivation moves from lower to higher needs: physiological, safety, social, esteem, self-actualization.

Alderfer's ERG Theory

Condenses Maslow's 5 levels into three: Existence, Relatedness, Growth.

McClelland's Achievement Motivation Theory

People have three primary needs: Achievement (challenge), Power (status/control), and Affiliation (relationships).

Thematic Apperception Test (TAT)

A projective test used to measure needs for achievement, power, and affiliation.

Need Theories

Theories that explain motivation as the fulfillment of internal needs or drives.

Reinforcement Theory

Behavior is determined by consequences; rewards strengthen behavior, punishments weaken it.

Positive Reinforcement

Adding a pleasant consequence after a desired behavior to increase its frequency.

Negative Reinforcement

Removing an unpleasant condition after a desired behavior to increase its frequency.

Punishment

Applying an unpleasant consequence to decrease undesired behavior.

Extinction

Removing reinforcement for a behavior, causing it to decrease.

Continuous Reinforcement Schedule

Reward follows every desired behavior.

Partial Reinforcement Schedule

Reward occurs intermittently; behavior is more resistant to extinction.

Goal-Setting Theory

Motivation increases when individuals set specific, challenging goals and receive feedback.

SMART Goals

Specific, Measurable, Achievable, Relevant, Time-bound goals.

Herzberg's Two-Factor Theory

Motivators cause satisfaction; Hygienes prevent dissatisfaction.

Motivators (Herzberg)

Job content factors like achievement, responsibility, growth, recognition.

Hygiene Factors (Herzberg)

Job context factors like pay, supervision, policies, work conditions.

Job Characteristics Model

Motivation comes from job design via five dimensions: skill variety, task identity, task significance, autonomy, feedback.

Skill Variety

Using a variety of skills increases meaningfulness.

Task Identity

Completing a whole, identifiable piece of work increases satisfaction.

Task Significance

Seeing impact on others gives purpose.

Autonomy

Freedom and control over one's work increases responsibility.

Feedback

Receiving knowledge of results increases motivation and performance.

Equity Theory

Motivation is influenced by perceived fairness of input/output ratios compared to others.

Expectancy Theory (VIE)

Motivation = Expectancy × Instrumentality × Valence.

Expectancy

Belief that effort will lead to performance.

Instrumentality

Belief that performance will lead to desired outcomes.

Valence

Value placed on the outcome or reward.

Performance Factors

Motivation, ability, environment, and organizational support all affect work performance.