Organizational Behaviour Midterm 2- Ch. 4,5,6

Motivation is what and what?

Situational and Movement

Intensity

How hard a person tries

Direction

Effort needs to be channeled in a direction that is beneficial

Persistance

How long can a person maintain effort

Motivated individuals…

stay with a task (persist) long enough to achieve their goal

Mcgregor’s Theory X and Theory Y

X= negative assumptions Y= Positive assumptions

Maslow’s Hierarchy of Needs

Is a needs theory. Lower order needs must be satisfied before higher order needs are addressed.

1) Physiological needs - working conditions

2) Safety and security needs - job security, fairness of treatment

3) Social/ Belonging needs - interacting with others, being near people

4) Esteem needs - self esteem, esteem form others

5) Self-actualization needs - stretch, grow, take on challenging tasks

ERG Theory

Is a needs theory by Clayton Alderfer.

Organizes needs into three categories:

Existence - basic requirements of material and physiological needs

Relatedness - maintaining important personal relationships

Growth - intrinsic desire for personal development

It is NOT a hierarchy

Mclelland’’s Theory of Needs

Is a needs theory.

3 categories:

Achievement - drive to excel, drive to achieve

Power - influence/control others (competitive)

Affiliation - friendly close personal relationships, need to be liked, accepted

Herzberg’s Motivation-Hygiene Theory

Herzberg is a content theorist not a needs theorist. This is a content theory.

Hygiene factors: are not directly related to the work itself, prevents dissatisfaction

• Policies and Administration

• Supervision (technical skills and people skills)

• Working Conditions

• Relationship with peers

• Money, Status, Security

Motivators: “CARRA” - are directly related to the work itself

• C= Challenging Work

• A= Achievement

• R= Responsibility

• R= Recognition

• A= Advancement Opportunities

Herzberg considers money to be the #1 hygiene factor; money is not a motivator.

Goal-Setting Theory

Is a process theory.

What an individual is trying to accomplish. Goals tell an employee what needs to be done and how much effort needs to be expended.

If left to their own accord most mangers don’t set goals.

MBO

Is a systematic way of goal setting, management by objectives.

Measurable goals jointly set by managers and employees; progress on goals is periodically reviewed, and rewards allocated based on progress.

SMART goals

S= Specific

M= Measurable

A= Attainable

R= Results-oriented

T= Time-bound

Self Efficacy

An individuals belief that they are capable of performing the task.

Expectancy Theory

By Victor Vroom.

Expecting a reward for high performance

If Effort > Performance: Improve the ability of the person to perform

If Performance > Reward: Increase the individual’s belief that performance will lead to reward.

if Reward > Personal Goals: Make sure the reward is meaningful to the individual.

Justice

Around the world, Employees prefer rewards based on skills and performance over rewards based on seniority.

Equity Theory

Comparing your job with others to eliminate unfairness.

Cognitive Evaluation Theory

Offering extrinsic rewards (like pay) for work effort that was previously rewarded intrinsically will decrease motivation.

Self Concordance

Is an outgrowth of cognitive evaluation research.

The degree to which a person’s reasons for pursuing a goal is consistent with the person’s interests and core values. This makes their goals more likely to be attained.