SR

Week 9 Workplace Psychology: Work Motivation

Learning Objectives

  • Summarize the conceptual basis and degree of empirical support for the work motivation theories presented.

  • Compare and contrast the work motivation theories.

  • Provide an overview and synthesis of work motivation theories.

  • Discuss practical examples of applying motivational strategies.

Work Motivation: Key Definitions

  • General Definition: The term that encompasses phenomena affecting the nature, strength, or persistence of individual behavior (Latham & Pinder, 2005).

  • Specific Definition: The willingness to exert high effort towards achieving work-related goals, influenced by the potential to satisfy individual needs (Robbins et al., 2001).

Components of Motivation (DIP)

  1. Direction: Where effort is focused.

  2. Intensity: The level of effort exerted.

  3. Persistence: The duration that effort is sustained.

Understanding Work Motivation

  • Drives behavior through three primary functions:

    • Energizes: Creates the force that leads to effort.

    • Directs: Focuses effort towards specific objectives.

    • Sustains: Maintains effort over time.

  • Important Note: Motivation is distinct from performance; high motivation does not guarantee high performance.

Factors Influencing Motivation

  • Both internal (dispositional) and external (situational) factors play a role in motivation.

  • Key to understanding motivation includes identifying factors that enhance or sustain motivation at work:

    • KSAOs (Knowledge, Skills, Abilities, and Other characteristics)

    • Resources for task completion
      e.g., equipment

    • Support from teams and supervisors

    • Developmental opportunities such as training and career development.

Categories of Work Motivation Theories

1. Need-based Theories

  • Focus on the role of personality, needs, and values in behavioral differences.

  • Examples: Maslow's hierarchy of needs, Alderfer's ERG theory, McClelland's needs theory.

2. Cognitive Choice Theories

  • Suggest individuals are rational decision-makers, actively choosing their behaviors based on outcomes.

  • Examples: Adams' equity theory, Vroom's expectancy theory, Locke's goal-setting theory.

3. Self-Regulation Theories

  • Proposed that individuals monitor their behaviors and make adjustments in pursuit of goals.

Specific Theories
Maslow’s Hierarchy of Needs

  • Categorizes needs into:

    • Biological (lower order): Physiological, safety, love.

    • Higher order: Esteem and self-actualization.

  • Suggests individuals must meet lower-order needs before pursuing higher-order needs.

Alderfer's ERG Theory

  • Similar to Maslow with three needs: Existence, Relatedness, Growth.

  • Introduces frustration-regression, where unmet higher-order needs shift focus to lower-order needs.

McClelland's Need Theory

  • Identifies three learned needs: Achievement, Power, Affiliation.

  • Highlights that these needs can vary independently in individuals.

Herzberg’s Motivation-Hygiene Theory

  • Distinguishes between:

    • Motivators (intrinsic factors leading to satisfaction): Recognition, responsibility, achievement.

    • Hygiene factors (extrinsic factors leading to dissatisfaction): Salary, working conditions, job security.

  • Suggests that increasing motivators can enhance job satisfaction.

Flow Theory of Motivation (Csikszentmihalyi)

  • Describes a state of complete absorption in an activity where individuals lose self-consciousness and experience intrinsic reward.

  • Key conditions for achieving flow:

    • Balance between challenge and skill level.

    • Clear goals for the activity.

    • Immediate feedback on performance.

Critical Takeaways

  • Motivation impacts performance but is influenced by many factors beyond just intrinsic desire.

  • Various theories provide different frameworks for understanding what drives individual behavior in the workplace.

  • Practical applications of these theories can enhance managerial practices and employee satisfaction.