Work Motivation

Work Motivation

Definition Internal State that directs individuals to certain

goals and objectives Not directly observable Inferred from behavior

variability in behavior is not result of differences in ability situational (environmental) factors

Work Motivation

Theories of Work Motivation Internal (Content) Theories

Identify factors within an individual that energize, direct, sustain, and stop behavior.

External (Process) Theories Describe how personal and situational

(environmental) factors interact and influence each other to produce certain kinds of behavior

MASLOW’S HIERARCHY OF NEEDS MASLOW’S HIERARCHY OF NEEDS

ACTUALIZATION

PHYSICAL

SAFETY

SOCIAL

ESTEEM

McClelland’s Learned Needs

Need for Achievement a need to accomplish goals, excel, and strive

continually to do things better. Need for Affiliation

desire for friendly and close interpersonal relationships affiliative interest affiliative assurance

Need for Power the need to influence and lead others and be in control

of one’s environment socialized power personalized power

Equity Theory

zz

z

Inputs – amount of work, KSAs, experience

Outputs – pay, promotions, perqs

We are motivated by perceived inequity (unfairness)

Perceived inequity creates a state of “unpleasant” tension that we are motivated to reduce

How do we perceive inequity (unfairness)?

According to Adams, inequity is perceived when our perception of the ratio of our Inputs to Outputs is different from that of a comparison other .

An example:

our perception

Larry Moe Curly

Reducing Inequity

Change your inputs

Change your outputs

Change your comparison other

Alter your perceptions

Valence - attractiveness of the outcomes to employees

Job outcomes (e.g., pay, promotions)Expectancy - strength of belief that effort will result in successful performance

Instrumentality - strength of belief that performance results in outcome attainment

Expectancy Theory

Expectancy Theory (Vroom, 1964)

Five Components Job outcomes (e.g., pay, promotions) Valence - attractiveness of the outcomes to

employees Instrumentality - strength of belief that performance

results in outcome attainment Expectancy - strength of belief that effort will result in

successful performance Force - amount of pressure within the person to be

motivated

Goal Setting Theory

Function of Goals basis of motivation direct behavior

For goals to be effective individuals must be aware of goals must accept the goals

Factors that influence effectiveness of goal setting

goals must be specific goals should be difficult but attainable

Herzberg’s Two Factor Theory

Hygiene Factorssalary

company policy

physical facilities

administration

working conditions

co-worker relations

Motivatorschallenge

autonomy

advancement

recognition