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1、Class 5.Motivation Theory5.1 concept Motivation: the willingness to exert high levels of effort toward organizational goals,conditioned by the efforts ability to satisfy some individual need Need:some internal state that makes certain outcomes appear attractive Process:unsatisfied need-tension-drive
2、s-search behavior-satisfied need-reduction of tension5.2 Early theory of Motivation The 1950s were a fruitful period in the development of motivation concepts.3 specific theories were formulated during this time1.Hierarchy of Needs Theory Abraham Maslow There is a hierarchy of 5 needs-physiological,
3、 safety,social,esteem,& self-actualization-and as each need is sequentially satisfied,the next need becomes dominant Separation:Lower order needs-needs that are satisfied externally; physiological & safety needs review:1.intuitively logical,ease of understanding, receiving wide recognition, particul
4、arly among practicing managers. 2.little empirical support2.Theory X and Theory Y Douglas McGregor proposed 2 distinct views of human being The assumption that employees dislike work,are lazy,dislike responsibility,& must be coerced to perform employees dislike work &,whenever possible,will attempt
5、to avoid it; They must be coerced,controlled,or threatened with punishment to achieve goals; avoid responsibilities & seek formal direction whenever possible; Most workers place security above all other factors associated with work & will display little ambition Theory Y: The assumption that employe
6、es like work,are creative,seek responsibility,& can exercise self-direction higher order needs dominate individuals3. Motivation-Hygiene Theory Frederick Herzberg, individuals relation to his work Intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatis
7、faction satisfaction, No satisfaction Hygiene factors:those factors-such as company policy & administration,supervision,& salary-that,when adequate in job,placate workers.When these factors are adequate,people will not be dissatisfied5.2 Contemporary theory of Motivation having one thing in common:e
8、ach has a reasonable degree of valid supporting documentation1.ERG theory Clayton Alderfer of Yale reworked Maslows theory to align it more closely with the empirical research There are 3 groups of core needs:existence, relatedness,& growth Difference:(1)more than 1 need may be operative at the same
9、 time,(2)if the gratification of a higher level needs is stifled,the desire to satisfy a lower level need increases Maslow: a rigid steplike progression. ERG:contains a frustration-regression dimension Several studies have supported the ERG theory:natives of Spain & Japan place social needs before t
10、heir physiological requirements2.McClellands theory of needs Ach,pow,aff are 3 important needs that help to understand Mo Achievement need:The drive to excel,to achieve in relation to a set of standards,to strive to succeed nPow:the desire to make others behave in a way that they would not otherwise
11、 have behaved in nAff: the desire for friendly & closely interpersonal relationships High achievers preferring personal responsibility,feedback, moderate risks-successful in entrepreneurial activities, salespeople & running a self-contained unit within a large organization; The best managers are hig
12、h-power need & low-affiliation need,level in a hierarchical organization3.Cognitive Evaluation Theory may be relevant to that set of jobs that falls in between-neither extremely dull nor intersting Allocating extrinsic rewards for behavior that had been previously intrinsically rewarded tends to dec
13、rease the overall level of motivation Explanation:the individual experiences a loss of control over his behavior so the previous intrinsic motivation diminishes; the elimination of extrinsic rewards can produce a shift-from an external to an internal explanation If extrinsic rewards are to be effect
14、ive motivators,they should be made contingent on an individuals performance? Independent? Substitution? Test done with students; high intrinsic motivation levels are strongly resistant to the detrimental impacts of extrinsic rewards4.Goal-setting Theory in the late 1960s Edwin Locke proposed that in
15、tention to work to a goal is a major source of motivation The theory that specific & difficult goals lead to higher performance. Specificity,challenge,feedback the specificity of the goal act as an internal stimulus than the generalized goal; Factors like ability & acceptance given,difficult goals exert a high level of effort; feedback helps identify discrepancies between the advance & goal. Self-generated feedback(monitoring his own progress) -a more powerful motivator; Participative goals may have no superiori
