HRM 360 Chapter 5

Physiological

#1 Most basic of all human needs; need for biological maintenance; need for food, water, and sustenance.

Safety

#2 Need for security, protection, and stability in the physical and interpersonal events of the day-to-day life.

Social

#3 Need for love, affection, sense of belongingness in one's relationships with other persons.

Esteem

#4 Need for esteem of others; respect, prestige, recognition, need fir self-esteem, personal sense of competence, mastery.

Self-Actualization

#5 Highest need level; need ti fulfill oneself; to grow and use abilities to fullest and most creative extent.

Motivation

Defined as forces within the individual that account for the direction, level, and persistence of a person's effort expected at work.

Growth needs

Desires for continued personal growth and development.

Existence needs

Desires for physiological and material well-being.

Relatedness needs

Desires for satisfying interpersonal relationships

Three process theories

Equity theory, expectancy theory, and goal-setting theory.

Higher-order need

Esteem and self-actualization, tend to become more important than lower- order needs.

Content vs Process Example

Example: Content approach may identify job security as an important individual need, a process approach would probe further to identify why the decision to seek job security results in certain work behaviors.

Felt negative inequity

Exists when an individual feels that he or she has received relatively less than others have in proportion to work inputs.

Felt positive inequity

Exists when an individual feels that he or she has received relatively more than others have.

Job enrichment

To improve job satisfaction, Herzberg suggests doing job enrichment as a way of building more motivators factors into job content. "If you want people to do a good job, give them a good job to do."

Content theory cont

Try to explain work behaviors based on pathways to need satisfaction and on blocked needs. Motivation results from our attempts to satisfy important needs.

Clayton Alderfer's ERG theory

identifies existence needs, relatedness needs, and growth needs. First, It collapses Maslow's 5 needs categories into three. Second, ERG theory emphasizes a unique frustration-regression component. Third, unlike Maslow's theories, ERG theory contends that more than one need may be activated at the same time.

nAff and nPower Example

A moderate to high need for power that is stronger than a need for affiliation is linked with success as a senior executive. The high nPower creates the willingness to exercise influence and control over others; the lower nAff allows the executive to make difficult decisions without undue worry over being disliked.

Example of perceived negative inequity

A sense of equity might be restored by engaging in one or more of the following behaviors. *Reduce work inputs (don't do anything extra in future) *Change the outcomes received (ask for bigger raise) *Leave the situation (quit) *Change the comparison points (compare to a different co-worker) *Psychologically distort things (rationalize the inequity as temporary)

Frustration-regression

An already satisfied lower-level need can become activated when a higher-level need cannot be satisfied.

Hygiene factors

Are sources of job dissatisfaction, and they are found in the job context or work settings. That is, they relate more to the setting in which people work than to the nature of the work itself.

Motivator factor

Are sources of job satisfaction. These factors are found in job content - what people actually do in their work.

Equity theory

First process theory of motivation, As applied to the workplace through the writing of J. Stacy Adams, equity theory argues that any perceived inequity becomes a motivating state of mind. In another words, people are motivated to behave in ways that restore or maintain equity in situations. The basic foundation of equity theory is social comparison.

Process Theory

Focus on how cognitive processes as thoughts and decisions within the minds of people influence their behavior.

Content theory

Focus primarily on individual needs - physiological deficiencies that feel a compulsion to reduce or eliminate.

Two-factor theory

Frederick Herzberg...Known as Motivator-hygiene theory. This theory identifies motivator factors as primary causes of job satisfaction and hygiene factors as primary causes of job dissatisfaction.

Abraham Maslow's hierarchy of needs theory

Identifies 5 levels of individual needs. 1. Self-actualization 2. Esteem 3. Social 4.Safety 5. Physiological. Research evidence fails to support the existence of precise five step hierarchy of needs.

Thematic Apperception Test

In the late 1940s psychologist David I. McClelland and his co-workers began experimenting with the Thematic Apperception Test as a way of measuring human needs.The TAT is a projective technique that asks people to view pictures and write stories about what they see.

Need for power (nPower)

Is the desire to control others, to influence their behavior, or to be responsible for others. Example: Someone with a high need for power seeks influence over others and likes attention and recognition.

Need for achievement (nAch)

Is the desire to do something better or more efficiently, to solve problems, or to master complex tasks. Example: Someone with a high need for achievement will prefer individual responsibilities, challenging goals, and performance feedback.

Need for affiliation (nAff)

Is the desire to establish and maintain friendly and warm relations with others. Example: Someone with a high need affiliation is drawn to interpersonal relationships and opportunities for communication.

Two-factor theory cont

Job dissatisfaction occurs when hygiene is poor. But it also suggests that improving the hygiene factors will not increase job satisfaction; it will decrease job dissatisfaction.

Needs

Needs are more likely to operate in a flexible rather than in an strict, step by step sequence.

Perceived inequity

Occurs when someone believes that he or she has been under-rewarded or over-rewarded for work contributions in comparisons to other people. Individual Outcomes > Others' Outcomes -------------------------- ------------------------ Individual Efforts < Others' Efforts

Equity theory example

People who feel they are overpaid (perceived positive inequity) are likely to try to increase the quantity or quality of their work, whereas those who feel they are underpaid (perceived negative inequity) are likely to try too decreased the quality or quantity of their work.

Lower-order needs

Psychological, safety, and social.

Direction

Refers to an individual's choice when presented with a number of possible alternatives. Example: Whether to pursue quality, quantity, or both

Level

Refers to the amount of effort a person puts forth. Example: To put forth a lot or very little.

Persistence

Refers to the length of time a person sticks with a given action. Example: To keep trying or give up when something proves difficult to attain.

Acquired Needs Theory

Research lends considerable insight into the need for achievement in particular, and it includes some interesting applications in development nations. McClelland trained business people in India...