Topic 7: Motivation: Needs Theory & Expectancy Theory

Effort ---> _____ ---> Performance---> ______---> Outcomes-> ______

expectancy, instrumentality, valence

Full engagement idea

the central tenets are that an individual should manage energy rather than time and should strategically disengage from certain activities to balance the power of full engagement. Lesson learned from professional athletes.

Process theories of motivation

Emphasize the nature of the interaction between the individual and the environment. Such as expectancy theory

Motivation theories attempt to explain and predict _______.

observable behavior.

The Power of Three In order for workers to be motivated to perform desired behaviors at a high level...

All three tings, expectancy, instrumentality and valence need to be high at the same time in order for motivation to be high.

Manifest needs

Learned or acquired needs that are easily perceived. These are the needs for achievement, power, and affiliation.

Hygiene factor & examples

A work condition that generates dissatisfaction due to discomfort or pain. Company policy and administration, supervision, interpersonal relations, working conditions, salary, status, security

Motivation factor & examples

A work condition that satisfies the need for psychological growth. Achievement, recognition of achievement, work itself, responsibility, advancement, growth, salary

Expectancy theory attributes motivational problems to three basic causes:

1) disbelief in a relationship between effort and performance. 2) disbelief in a relationship between performance and rewards. 3) lack of desire for the rewards offered.

3 elements of understanding motivation, behavior and performance

1) the individual 2) the job 3) the work environment and how these elements interact.

Needs theories of motivation

A group of content theories about work motivation that focuses on workers' needs as the sources of motivation. They try to answer the question of WHAT motivates people. Maslow's Hierarchy of Needs Alderfer's ERG Theory

Need for achievement

A manifest need that concerns excellence, competition, challenging goals, persistence, and overcoming difficulties.

Need for power

A manifest need that concerns the desire to influence others, change people or events, and make a difference in life.

Need for affiliation

A manifest need to establish and maintain warm, close, intimate relationships with other people.

Distress

A negative response such as frustration or fear, which leads to unhealthy and unproductive results.

Murray Thematic Apperception Test (TAT)

A protective test used as an early measure of the achievement motive.

Theory Y

A set of assumptions managers might apply to individuals who are motivated by higher-order needs (social, esteem, and self-actualization needs).

Theory X

A set of assumptions managers might apply to individuals who are motivated by lower-order needs (physiological and safety needs).

ERG theory

A theory that organized human needs into the categories of existence, relatedness, and growth.

Personalized power

Used for individual gain

Expectancy theory The motivation to do X is determined by:

Expectancy, Instrumentality & Valence Cognitive process theory founded on two basic notions: 1) assumes that people expect certain outcomes of behavior and performance, which may be thought of as rewards, or consequences of behavior. 2) People believe there is a correlation between the effort they put forth, the performance they achieve, and the outcomes they receive.

External theories of motivation

Focus on the elements in the environment, including the consequences of behavior, as the basis for understanding and explaining people's behavior at work.

Internal theories of motivation

Give primary consideration to variables within the individual that lead to motivation and behavior.

Eustress

Healthy, normal stress. A positive response to challenges that generates energy and motivates an individual to achieve.

Socialized power

Used for the benefit of many

Motivational programs/ performance planning/ evaluation systems

Motivation programs that are meant to enhance a person's belief that effort will improve performance and therefore lead to better pay.

Motivation equation is a ________ equation.

Multiplicative If anything is zero then motivation is zero

Valence: _______ theories can help us understand what type of outcomes might be valued by certain types of employees.

Need

Morally immature

People behave based on egocentric motivations.

Morally mature

People behave based on universal ethical principles.

Psychoanalysis

Sigmund Freud's method for delving into the unconscious mind to better understand a person's motives and needs. Help explain irrational and self-destructive behaviors such as suicide or workplace violence. Help explain deviant behavior in the workplace.

Expenctancy

The belief that effort leads to performance. "If I try harder, I can do better" How desirable are these outcome(s) to me?

Instrumentality

The belief that performance is related to rewards. "If I perform better, I will get more pay" If i achieve certain thing (e.g. perform at certain level, accomplish certain goal), how likely will this result in obtaining specific outcomes? Does it lead to anything meaningful?

Autonomy

The desire for independence and freedom from constraints.

Stress

The energy we experience when confronted with a challenging or difficult situation.

Moral maturity

The measure of a person's cognitive moral development.

Motivation

The process of arousing and sustaining goal-directed bahvior

Valence

The value or importance one places on a particular reward. If i do X, how likely will i be able to achieve certain thing (e.g. perform at a certain level, accomplish certain goal)? Confidence of achieving a goal Self-efficacy

Self-interest

What is in the best interest of and benefit to an individual

High valence

Workers must desire or want the outcomes they will receive if they perform at a high level. Create by asking them (survey), flexible reward package etc. "Cafeteria plan"- you let them pick 1) bonus/money or 2)flexibility/vacation time or 3)training/advancement

High instrumentality

Workers must perceive that if they perform at a high level, they will receive certain outcomes. Create by performance contingent rewards (intrinsic or extrinsic) "attendance" "loyalty"

High expectancy

Workers must perceive that if they try hard, they can perform at a high level. Create by encouragement, convey high expectations, provide trainings, bring supportive with resources, etc.

Managers who are more supportive and less controlling appear to elicit more ______ motivations from their employees.

intrinsic

Two-factor theory of motivation

motivation factor & hygiene factor