MGMT Chapter 17

Ways to right the inequity

1st- Some will change their work outputs to better match the rewards they are receiving if they believe they are being paid to little. 2nd - some will try to change the compensation they receive by asking for a raise or taking legal action. 3rd - If attempts to change the inequity are unsuccessful, some will try to change their own perception of the inequity. 4th - Some will leave the situation rather than try to change it. People who feel they are being treated unfairly on the job may decide to quit.

Social needs

Belongingness and Love, - work group, family, affection, relationships.

Maslow's needs

Biological or Psysiologivcal needs, Safety needs, social needs, esteem needs, and self-actualization needs.

Elements of Porter-Lawlers theory

Intrinsic, and extrinsic rewards, ability and perception, and the perceived fairness of rewards.

Porter-Lawler Theory

More complete description of the motivation process than the vroom theory or the needs-goal theory. Consistent with those 2 theories, however, on that felt needs cause human behavior. Stresses three other characteristics of the motivation process.

Problems with Maslow's theory

The traditional concerns about maslow's hierarchy are that it has no research base, that it may not accurately pinpoint basic human needs.

Equity theory

The work of J. Stacy Adams. Looks at an individuals perceived fairness of an employment situation and finds that perceived inequities can lead to changes in behavior. Adams found that when individuals believe that believe they have been treated unfairly (in comparison to their co-worker) they will act to right the inequity.

# of theories of motivation

There are 4. 1) Needs-goal theory of motivation

Biological and Physiological needs

air, food, drink, shelter, warmth, sex, sleep.

Motivational Strength

an individual's degree of desire to perform a behavior. As this desire increases or decreases, motivational strength fluctuates correspondingly.

Vroom Expectancy Theory of motivation

encompases some of the complexities of motivational theories. Also based on the premise that felt needs cause human behavior. However, the Vroom theory addresses the issue of Motivational Strength.

Process theory of motivation

is an explanation of motivation that emphasizes how individuals are motivated. Process theories focus, essentially, on the steps that occur when an individual is motivated.

Content theory of motivation:

is an explanation of motivation that emphasizes peoples internal characteristics. Content theories focus on explaining what needs people have and how these needs can be satisfied.

Motivation

is the inner state that causes an individual to behave in a way that ensures the accomplishment of goals. Motivation explains why some people act as they do. The better a manager is at understanding organization member's behavior, the more able that manager will be to influence subordinates behavior to make it consistent with organizational objectives.

How ERG is different from Maslow's theory

it only has 3 needs highlighted, and that people sometimes activate their higher-level needs before they have completely satisfied their lowerlevel needs. He also concluded that movement in the hierarchy of needs is not always upwards.

Needs-goal theory of motivation

most fundamental of the motivation theories. Motivation begins with an individual feeling a need. This need is then transformed into behavior directed at supporting, or allowing performance of goal behavior to reduce the felt need. Example: when an individual feels hunger 1st behavior to satisfy need could be buying cooking and serving the food in need.

Maslow's hierarchy of needs

most widely accepted description of human needs. Human beings possess the 5 basic needs described here and theorizes that these 5 basic needs can be arranged in a hierarchy of importance.

Vroom's Equation

motivational strength = (perceived value of result of performing behavior) X (perceived probability that result will materialize.)

Safety needs

protection from elements, security, order, law, limits, stability.

Self-Actualization needs

realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.

Alderfer's ERG theory:

responded to some of the criticisms of maslow's theory by conducting his own research. It identified 3 basic categories: Existence needs, Relatedness needs, Growth need.

Extrinsic rewards

rewards emanating from outside the individual such as bonus, commission and pay increases.

Esteem needs

self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility.

Intrinsic rewards

the positive feelings that the individual experiences from completing the task e.g. satisfaction, sense of achievement.