Chapter 7: Motivation

Concepts

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LO 1

Key Elements of Motivation

The three key elements of motivation

are:
1. Intensity: concerned with how hard a
person tries.
2. Direction: the orientation that
benefits the organization.
3. Persistence: a measure of how long
a person can maintain his/her effort.
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LO 2

Marlows Hierarchy of Needs

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LO 2

Theory X and Theory Y

Theory X assumptions are basically

negative.
Employees inherently dislike work and
must be coerced into performing.
Theory Y assumptions are basically
positive.
Employees can view work as being as
natural as rest or play.
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LO 2

Herzbergs Two-Factor Theory

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LO 2

McClellands Theory of Needs

The theory focuses on three needs:

1.Need for achievement (nAch)
2.Need for power (nPow)
3.Need for affiliation (nAfl)

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LO 3

Self-Determination Theory

Proposes that people prefer to feel

they have control over their actions.
Self-determination theory
acknowledges that extrinsic rewards
can improve even intrinsic motivation
under specific circumstances.
Self-concordance: considers how
strongly peoples reasons for
pursuing goals are consistent with
their interests and core values.
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LO 4

Job Engagement

Job engagement is the investment of an

employees physical, cognitive, and emotional
energies into job performance.
What makes people more engaged in their
job?
The degree to which an employee believes it
is meaningful to engage in work.
A match between the individuals values and
the organizations.
Leadership behaviors that inspire workers to
a greater sense of mission.
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LO 5

Goal-Setting Theory,

Goal-Setting Theory : Goals tell an

employee what needs to be done and
how much effort is needed.
Three other factors influencing the
goals-performance relationship:
Goal commitment
Task characteristics
National culture
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LO 5

Self-Efficacy Theory

Self-efficacy theory is an individuals belief

that he or she is capable of performing a task.
Enactive mastery
Vicarious modeling
Verbal persuasion
Arousal
Also known as social cognitive theory and
social learning theory.
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LO 5

Joint Effects of
Goals and Self-Efficacy Theory

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LO 5

Reinforcement Theory

Reinforcement theory: behavior

is a function of its consequences.
Operant conditioning theory:
people learn to behave to get
something they want or to avoid
something they dont want.
B.F. Skinners behaviorism
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LO 5

Social-learning theory

Social-learning theory: we can learn

through both observation and direct
experience.
Models are central, and four processes
determine their influence on an individual:
1. Attentional processes
2. Retention processes
3. Motor reproduction processes
4. Reinforcement processes
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LO 6

Equity Theory

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Organizational Justice
as a Refinement of Equity Theory

LO 6

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LO 7

Expectancy Theory

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LO 8

Compare Contemporary
Theories of Motivation

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