OBCH4

Chapter Overview

• Title: Theories of Motivation

• Edition: Ninth Canadian Edition

• Publisher: Pearson Canada Inc.

Chapter Outline

What Is Motivation?

Needs Theories of Motivation

• Maslow’s Hierarchy of Needs Theory

• Two Factor Theory

• McClelland’s Theory of Needs

• Summarizing Needs Theories

Process Theories of Motivation

• Expectancy Theory

• Goal-Setting Theory

• Self-Efficacy Theory

• Reinforcement Theory

Responses to the Reward System

• Equity Theory

• Fair Process and Treatment

• Self-Determination Theory

• Increasing Intrinsic Motivation

Motivation for Whom?

• Job Engagement

• Putting It All Together

Learning Outcomes

1. Understand the three key elements of motivation.

2. Assess early theories of motivation.

3. Implement expectancy theory in motivating employees.

4. Differentiate among goal-setting, self-efficacy, and reinforcement theories.

5. Analyze the importance of equity and fairness at work.

6. Apply organizational justice principles.

7. Appreciate the implications of self-determination theory.

8. Reflect on the ethics of motivation theories.

What Is Motivation?

• Motivation is the intensity, direction, and persistence of effort in achieving a goal.

• Key Components of Motivation:

  • Intensity: Effort level put forth.

  • Direction: Where the effort is directed.

  • Persistence: Duration of maintaining effort.

Theory X vs. Theory Y

• Theory X:

  • Employees dislike work and will avoid it.

  • They need coercion or control to perform.

  • Management style is autocratic; common in unskilled work.

• Theory Y:

  • Employees find work enjoyable and seek responsibility.

  • They exhibit self-direction and creativity.

  • Management style is democratic; typical for knowledge workers.

Needs Theories of Motivation

Maslow’s Hierarchy of Needs

1. Physiological Needs: Basic needs like food, water, shelter.

2. Safety Needs: Protection from harm.

3. Social Needs: Affection, belonging, friendship.

4. Esteem Needs: Self-respect and recognition from others.

5. Self-actualization Needs: Personal growth and fulfillment.

6. Self-Transcendence Needs: Connection with altruism and transcending personal interest.

Two-Factor Theory (Herzberg)

• Motivators:

  • Factors that lead to satisfaction (e.g., achievement, recognition).

• Hygiene Factors:

  • Factors that prevent dissatisfaction (e.g., company policies, working conditions).

• Motivators must be present to create job satisfaction.

McClelland’s Theory of Needs

• Need for Achievement: Desire to excel.

• Need for Power: Desire to influence others.

• Need for Affiliation: Desire for friendly relationships.

Process Theories of Motivation

Expectancy Theory

• Individuals evaluate effort, performance outcomes, and their attractiveness.

Key Components:

• Expectancy: Effort will lead to performance.

• Instrumentality: Performance will lead to rewards.

• Valence: Value placed on the reward.

Goal-Setting Theory

• Specific and challenging goals increase performance.

• Involves feedback and requires clarity in goal setting.

• Goals should be SMART: Specific, Measurable, Achievable, Relevant, Time-bound.

Self-Efficacy Theory

• Confidence in one's abilities influences performance and motivation.

• Methods to improve self-efficacy include:

  • Gaining experience.

  • Observing others.

  • Verbal persuasion.

  • Physiological state management.

Reinforcement Theory

• Behavior is influenced by its consequences.

Types of Reinforcement:

• Positive Reinforcement: Rewarding desired behavior.

• Negative Reinforcement: Removing unpleasant conditions.

• Punishment: Introducing negative consequences.

• Extinction: Eliminating rewards for unwanted behavior.

Responses to the Reward System

Equity Theory

• Individuals assess fairness based on inputs and outcomes relative to others.

Equity Comparisons:

• Self-inside, Self-outside, Other-inside, Other-outside comparisons inform their sense of equity.

Fair Process and Treatment

• Organizational justice reflects perceptions of fairness concerning:

  • Distributive Justice: Fairness of outcome distributions.

  • Procedural Justice: Fairness of decision-making processes.

  • Informational Justice: Honesty in explanation processes.

  • Interpersonal Justice: Respectful treatment of employees.

Self-Determination Theory

• Highlights the importance of intrinsic motivation over extrinsic rewards.

• Focuses on maintaining motivation as choices and self-competency improve.

Motivation for Whom?

Job Engagement

• Refers to the level of physical, emotional, and cognitive energy invested in work.

• Affected by alignment between individual values and organizational values.

Global Implications

• Cultural differences impact the effectiveness of motivation theories differently across settings.

Summary of Key Concepts

1. Motivation influences the extent of effort directed towards goals.

2. Needs theories emphasize the link between unsatisfied needs and motivation.

3. Expectancy theory connects effort to performance and outcomes.

4. Self-efficacy impacts the ability to set and achieve goals.

5. Equity and justice frameworks guide fair treatment in the workplace.