OB
Contemporary Theories of Motivation
Self-Determination Theory (SDT)
Definition: A macro theory of human motivation and personality focused on inherent growth tendencies and innate psychological needs.
Developers: Edward L. Deci and Richard M. Ryan.
Key Focus: Motivation inherent in individuals, particularly:
Intrinsic Motivation: Motivation based on internal sources (e.g., need for knowledge, independence).
Extrinsic Motivation: Motivation influenced by external rewards (e.g., money, fame).
Cognitive Evaluation Theory (CET)
Description: Developed by Deci in 1975; explains the effects of external consequences on internal motivation.
Evaluation of Tasks: Individuals assess tasks based on feelings of competence and control.
High likelihood of task completion leads to intrinsic motivation without external motivation.
Impact of Extrinsic Motivation: Reduces intrinsic motivation by decreasing autonomy.
Key Concept: Self-Concordance
Definition: Pursuing goals aligned with personal interests and values rather than external pressures.
Practical Implication: Select jobs for intrinsic reasons; organizations should offer both intrinsic and extrinsic incentives.
Self-Determination Rationale
Psychological Needs for Growth:
Competence: Mastery of tasks and acquiring skills.
Connection: Need for belonging and attachment with others.
Autonomy: Control over one's behaviors and goals.
Outcome: Fulfillment of these needs fosters self-determination and intrinsic motivation.
Goal-Setting Theory
Creator: Edwin Locke in the 1960s.
Core Premise: Goal-setting is essential for task performance; specific and challenging goals with appropriate feedback enhance performance.
Goals as Direction: Goals indicate what needs to be done and the level of effort required.
Characteristics of Effective Goals
Clarity: Specific, measurable, and unambiguous goals help avoid misunderstandings.
Realistic and Challenging: Goals should inspire pride upon achievement, motivating future efforts.
Feedback: Regular feedback enhances behavior direction and leads to better performance.
Self-Efficacy
Definition: Confidence in one’s capabilities to execute behaviors necessary for performance outcomes.
Factors Influencing Self-Efficacy:
Enactive Mastery: Gaining skills through practice and experience.
Vicarious Experience: Learning by observing others.
Verbal Persuasion: Encouragement from others boosts confidence.
Physiological Arousal: Emotional states can influence feelings of efficacy.
Joint Effects of Goal-Setting and Self-Efficacy
Model: Individuals confident in their abilities are more likely to set and achieve difficult and specific goals, enhancing performance.
Reinforcement Theory
Definition: Behavior modification through reinforcement, punishment, and extinction.
Core Principle: Behavior is shaped by its consequences; desirable behaviors can be reinforced while undesirable ones can be punished.
B.F. Skinner's Views: Behavior is influenced by the outcome of actions, with positive outcomes encouraging recurrence.
Organizational Behavior Modification (OB Mod)
Purpose: Systematic reinforcement of desirable behaviors while punishing or ignoring undesired behaviors.
Strategies:
Positive Reinforcement: Rewarding desired behaviors (e.g., praise for good attendance).
Negative Reinforcement: Removing negative consequences as a reward (e.g., reducing workload).
Punishment: Applying undesirable outcomes for bad behaviors (e.g., suspension).
Extinction: Diminishing undesired behaviors by withdrawing rewards.