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Definition
It is a decision making process through which the individual
employee in an organization selects desired outcomes and
sets in motion the behaviors appropriate to acquiring them
Thus: Motivation is about:
1) Decision making process which is mental
2) Selecting the desired results by an individual
3) Deciding to show particular behaviors necessary to
achieve the outcomes
Motivation
This process is usually propelled by the motives
of drives
The process that makes a person undertake a
goal with intensity
Motives are learned influences on human
behavior that lead people to undertake
particular goals because they are socially
valued
Drives or needs are innate, biological
determinants of human behavior that are
activated by deprivation.
Drives
They are innate. They come with the
body for instance, hungry, thirsty,
cold, etc.
They have physiological basis
They are activated by deprivation
They are aimed at satiation
They do not influence behavior
directly or in a predictable ways.
Motives
They are learned
They have a social basis
They are activated by the
environment
They are aimed at stimulation
Thus, F = (E x V)
Equity Theory
Fairness in treatment of an individual
as compared to others
Social relationships involve an
exchange process
Exchange involve several inputs and
outcomes
People weigh various inputs and
outcomes according to how they
perceive their importance.
Consequences of inequity
Tension
Presence of inequity motivates the
person or reduce level of tension and
the perceived inequity.
Changes in inputs i.e. reduce quality
of work, absenteeism, or working
additional.
Changes in outcomes.
Goal Theory
Peoples goals or intentions play an
important part in determining
behavior.
Goal -setting is important
motivational technique than a formal
theory of motivation.
Goals direct work behavior and
performance
Goals guide individual and peoples
responses and actions.
Practical implications
Individuals lacking motivation do not have
clear goals
Goals should be challenging but realistic
They should be complete, accurate and
timely feedback and deliver high
performance.
Goals can be determined by supervisor or
individual. Goals set by other people
require participation to be accepted. E.g.
MBO system.
Attribution theory
The process by which people
interpret the perceived causes of
behavior.
Integrated Theories or Approaches
to Motivation
Type-Environment fit theory (TEFT):
work requirements and human
values are consistent. People
respond to opportunities for personal
development and are more
successful to work. If working
conditions are not compatible with
the social character type the
outcome will be the feelings of
frustration, resentment,
Maccobys approach to work
motivation
The study by Maccoby (1988) identifies 5 types
of people with different motivation needs
1) Expert
2) Helper
3) Defender
4) Innovator
5) Self-developer
Each of these types has a unique motivation
requirement.
Type Environment Fit Theory
Type Dominant values
Expert - Mastery, control, autonomy,
excellent in making
Helper - Relatedness, caring for people
survival, sociability
Defender - Protector, dignity, power, self
esteem
Innovator - Creating, glory, competitor,
experimenting
Self developer - Balancing, mastery and
play, knowledge and fun
Explanation
Each of these social character types must
be motivated differently in terms of their
key drives. For instance, to motivate an
expert -needs to design work that
promotes autonomy, control over others
and expanded sense of expertise
To motivate helpers one needs to provide
working conditions with opportunities for
meaningful relationships.
Problems with motivating
Experts
Not easy to accept to learn from
others
Not easy to share from what they
know with colleagues