HR Management Motivation Theories Flashcards

Key vocabulary and concepts regarding the five major motivation theories for the FBLA HR Management objective test.

Maslow’s Hierarchy of Needs

A theory suggesting human needs are arranged in a pyramid, where one cannot be motivated by higher-level needs until lower-level, fundamental needs are met.

Physiological Needs (Maslow)

The base level of the hierarchy involving needs such as base pay and breaks.

Safety Needs (Maslow)

The second level of the hierarchy focusing on job security and safe conditions.

Social/Belonging Needs (Maslow)

The third level of the hierarchy involving teamwork and culture.

Esteem Needs (Maslow)

The fourth level of the hierarchy focusing on recognition and titles.

Self-Actualization Needs (Maslow)

The highest level of the hierarchy involving autonomy and mastering a skill.

Herzberg’s Two-Factor Theory

Also known as Motivation-Hygiene Theory, it posits that satisfaction and dissatisfaction are driven by two separate sets of factors.

Hygiene Factors

Elements like money, base pay, company policies, and working conditions that prevent dissatisfaction but do not actually motivate performance.

Motivators (Herzberg)

Factors that drive performance and create satisfaction, such as challenging work, recognition, responsibility, and personal growth.

Vroom’s Expectancy Theory

A theory stating that motivation is a math equation expressed as: $Motivation = Expectancy \times Instrumentality \times Valence$.

Expectancy (Vroom)

The belief characterized by the question: "If I work hard, can I hit the target?"

Instrumentality (Vroom)

The belief characterized by the question: "If I hit the target, will management actually give me the bonus?"

Valence (Vroom)

The value an employee places on a reward, characterized by the question: "Do I even care about this bonus?"

McGregor’s Theory X

A management view assuming employees are naturally lazy, dislike work, and must be strictly controlled, micromanaged, or threatened with punishment.

McGregor’s Theory Y

A management view assuming employees naturally want to work, seek responsibility, and can be self-directed and creative given the right environment.

McClelland’s Acquired Needs Theory

A theory stating people are driven by three learned needs: achievement, affiliation, and power.

Need for Achievement (nAch)

A drive characterized by solving complex problems, hitting goals, and receiving regular feedback.

Need for Affiliation (nAff)

A drive characterized by the desire to be liked, accepted, and to work collaboratively in a team.

Need for Power (nPow)

A drive characterized by wanting to influence others, lead, and control the environment, through either personal or institutional power.