Motivation

Flashcards about Motivation

Motivation

The intensity, direction, and persistence of effort a person shows in reaching a goal.

Intensity

How hard a person tries, reflecting desire.

Direction

Where effort is channelled.

Persistence

How long effort is maintained, showing commitment.

Motivation (Formula)

Desire x Commitment

Ability (Formula)

Aptitude x Training x Resources

Performance (Formula)

Motivation x Ability

Intrinsic Motivation

Motivation that comes from internal satisfaction.

Extrinsic Motivation

Motivation that comes from external factors like rewards and punishments.

Over-justification effect

Excessive rewards for internally rewarding behaviour can lead to reduction in intrinsic motivation

Drives

Primary, hardwired in the brain, maintain equilibrium, generate emotion.

Needs

Secondary, goal-directed forces, motivational force of emotion, corrects imbalances.

Needs Theories of Motivation

Unsatisfied needs result in motivation

Main Need Theories

Maslow’s hierarchy of needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, McClelland’s theory of needs

Maslow's Hierarchy of Needs

Physiological, Safety & Security, Love & Belonging, Esteem, Self-actualization

Alderfer’s ERG Theory

Existence Needs, Relatedness Needs, Growth Needs

Three relationships of ERG Theory

Satisfaction-progression, Frustration-regression, Satisfaction-strengthening

Herzberg’s two-factor theory

Hygiene Factors and Motivators

Motivators (Herzberg)

Achievement, recognition, work itself, responsibility, growth

Hygiene Factors (Herzberg)

Work conditions, salary, relationship with supervisor, relationship with peers

McClelland’s Theory of Needs

Need for achievement, Need for affiliation, Need for power

Process Theories of Motivation

Focus on process of motivation, rather than that needs drive motivation

Expectancy Theory

Individuals act depending on Expectancy, Instrumentality, and Valence.

Expectancy

Effort – performance

Instrumentality

Performance – reward

Valence

Reward – personal goals

Operant conditioning

People learn how to behave to get something they want or to avoid something they don’t want

A-B-Cs of Behaviour

Antecedents, Behaviour, Consequences

Four OB Mod Consequences

Positive reinforcement, Punishment, Negative reinforcement, Extinction

Social Cognitive Theory

Learning behaviour outcomes, Observing consequences that others experience, Anticipating consequences in other situations

Other elements of goal setting

Goal specificity, Goal commitment, Goal participation, Goal feedback

SMART Goals

Specific, Measurable, Achievable, Relevant, Timed

Autonomy

People prefer to have control over their actions

Cognitive evaluation theory

Introduction of extrinsic rewards for work that was previously intrinsically rewarding tends to decrease overall motivation

Self-concordance

How strongly people’s reasons for pursuing goals are consistent with their interests and core values

Self-Efficacy Theory

An individual’s belief that they are capable of performing a task

Self-efficacy increased by

Enactive mastery, Vicarious modelling, Verbal persuasion, Arousal

CORE JOB CHARACTERISTICS (Job Characteristics Model)

Skill variety, Skill identity, Skill significance, Autonomy, Feedback from job

CRITICAL PSYCHOLOGICAL STATES (Job Characteristics Model)

Experienced meaningfulness of the work, Experienced responsibility of the outcomes of the work, Knowledge of the actual results of the work activities

Job Design

Job rotation, Job enlargement, Job enrichment, Relational job enrichment

Improving Reward Effectiveness

Linking to performance, Ensuring relevance, Using team rewards for interdependent jobs, Ensuring value

Justice & Fairness

Procedural, interactive, informational & distributive justice

Justice & Fairness

The extent to which total rewards are perceived as “fair” greatly influences performance, motivation, and job satisfaction.

Procedural Justice

The perceived fairness of the process and procedures used to make decisions about employees and pay

Interactive Justice

The perceived degree to which one is treated with dignity and respect

Informational Justice

The perceived degree to which one is provided explanations for decisions and kept informed of organizational matters

Distributive Justice

The perceived fairness in the distribution of outcomes

Ways to demonstrate

equality, need, and equity

Equity Theory

Individuals are concerned not only with the absolute amount of rewards for their efforts, but also with the relationship of this amount to what others receive