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1、Class5 MotivationTheory 5 1concept Motivation thewillingnesstoexerthighlevelsofefforttowardorganizationalgoals conditionedbytheeffort sabilitytosatisfysomeindividualneedNeed someinternalstatethatmakescertainoutcomesappearattractiveProcess unsatisfiedneed tension drives searchbehavior satisfiedneed r
2、eductionoftension Class5 MotivationTheory 5 2EarlytheoryofMotivationThe1950swereafruitfulperiodinthedevelopmentofmotivationconcepts 3specifictheorieswereformulatedduringthistime 1 HierarchyofNeedsTheoryAbrahamMaslow Thereisahierarchyof5needs physiological safety social esteem physiological safetynee
3、dsreview 1 intuitivelylogical easeofunderstanding receivingwiderecognition particularlyamongpracticingmanagers 2 littleempiricalsupport 2 TheoryXandTheoryYDouglasMcGregorproposed2distinctviewsofhumanbeing Theassumptionthatemployeesdislikework arelazy dislikeresponsibility Mostworkersplacesecurityabo
4、veallotherfactorsassociatedwithwork willdisplaylittleambitionTheoryY Theassumptionthatemployeeslikework arecreative seekresponsibility canexerciseself directionhigherorderneedsdominateindividuals 3 Motivation HygieneTheoryFrederickHerzberg individual srelationtohiswork Intrinsicfactorsarerelatedtojo
5、bsatisfaction whileextrinsicfactorsareassociatedwithdissatisfactionsatisfaction NosatisfactionHygienefactors thosefactors suchascompanypolicy administration supervision salary that whenadequateinjob placateworkers Whenthesefactorsareadequate peoplewillnotbedissatisfied Class5 MotivationTheory 5 2Con
6、temporarytheoryofMotivationhavingonethingincommon eachhasareasonabledegreeofvalidsupportingdocumentation 1 ERGtheoryClaytonAlderferofYalereworkedMaslow stheorytoalignitmorecloselywiththeempiricalresearch Thereare3groupsofcoreneeds existence relatedness growthDifference 1 morethan1needmaybeoperativea
7、tthesametime 2 ifthegratificationofahigherlevelneedsisstifled thedesiretosatisfyalowerlevelneedincreasesMaslow arigidsteplikeprogression ERG containsafrustration regressiondimensionSeveralstudieshavesupportedtheERGtheory nativesofSpain Japanplacesocialneedsbeforetheirphysiologicalrequirements 2 McCl
8、elland stheoryofneedsAch pow affare3importantneedsthathelptounderstandMo Achievementneed Thedrivetoexcel toachieveinrelationtoasetofstandards tostrivetosucceednPow thedesiretomakeothersbehaveinawaythattheywouldnototherwisehavebehavedinnAff thedesireforfriendlyThebestmanagersarehigh powerneed low aff
9、iliationneed levelinahierarchicalorganization 3 CognitiveEvaluationTheorymayberelevanttothatsetofjobsthatfallsinbetween neitherextremelydullnorintersting AllocatingextrinsicrewardsforbehaviorthathadbeenpreviouslyintrinsicallyrewardedtendstodecreasetheoveralllevelofmotivationExplanation theindividual
10、experiencesalossofcontroloverhisbehaviorsothepreviousintrinsicmotivationdiminishes theeliminationofextrinsicrewardscanproduceashift fromanexternaltoaninternalexplanationIfextrinsicrewardsaretobeeffectivemotivators theyshouldbemadecontingentonanindividual sperformance Independent Substitution Testdon
11、ewithstudents highintrinsicmotivationlevelsarestronglyresistanttothedetrimentalimpactsofextrinsicrewards 4 Goal settingTheoryinthelate1960sEdwinLockeproposedthatintentiontoworktoagoalisamajorsourceofmotivation ThetheorythatspecificParticipativegoalsmayhavenosuperiorityoverassignedgoalswhenacceptance
12、istakenasagiven participationaddtheoddsthathardergoalsbeagreed 5 Reinforcementtheory Moderator goalcommitment adequateself efficacy nationalcultureself efficacy theindividual sbeliefthatheorsheiscapableofperformingatask Culturebound lowpowerdistancenotinPortugal Chilereinforcementtheory behaviorisaf
13、unctionofit sconsequences Strictlyspeaking it snotatheoryofmotivation 6 Equitytheory IndividualscomparetheirjobinputsSelf outsideMinorqualifications 1 peoplehaveagreatdealmoretoleranceofoverpaymentinequitiesthanofunderpaymentinequities 2 notallpeopleareequitysensitive suchasbenevolenttypes 6 Equityt
14、heory 4propositionsrelatingtoinequitablepay Givenpaymentbytime theoverrewardedproducemorethanequitablypaidemployees theunderrewardedproducelessorpoorerqualityofoutputGivenpaymentbyquantityofproduction theoverrewardedproducefewer buthigherquality unitsthanequitablypaidemployees theunderrewardedproduc
15、ealargenumberoflow qualityunits Distributivejustice perceivedfairnessoftheamount allocationofrewardsamongindividuals satisfactionProceduraljustice mitment 7 Expectancytheoryhelptoexplainwhyworkersaren tmotivatedontheirjobs merelydotheminimumnecessarytogetby Thestrengthofatendencytoactinacertainwayde
16、pendsonthestrengthofanexpectationthattheactwillbefollowedbyagivenoutcome ontheattractivenessofthatoutcometotheindividualEffort performancerelationship skill appraisalsystem subjperformance rewardrelationship incentivescheme stablereward personalgoalrelationship 8 Ability opportunitysuccessonajobisconstrainedbysupportresources Opportunitytoperform highvalueofperformancearepartiallyafunctionofanabsencesthatconstraintheemployee f A M O IntegrationCulturebound Class5 MotivationTheory 5 4
