MGT NOTES TO FINAL.docx - MOTIVATION Motivation Theory(7 Theories o Maslow\u2019s hierarchy of needs(1 1 Global theory of motivation 2 Includes ALL of our

MGT NOTES TO FINAL.docx - MOTIVATION Motivation Theory(7...

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MOTIVATION Motivation Theory (7 Theories) o Maslow’s hierarchy of needs (1) 1. Global theory of motivation 2. Includes ALL of our needs Physiological needs (I) o Food o Sleep (6-8 hours) o Air o Water o Sex Safety and security (II) o Locked doors, guns o Money Belongingness(III) o Social needs o Love o Relationship Esteem(IV) Self-actualization (V) o Cannot satiate o Pre-potency Idea that lower level needs have power before higher level needs are even recognized Drivers are needs for which you will work Some things are different for different people o Frustration Trapped in a higher-level need without satisfaction Move down to lower level need and over-satisfy it Predictable o Satiation Occurs when you over-satisfy a need o Alderfer’s Theory of Motivation (2) 1. Existence – physiological 2. Relatedness – social 3. Growth – esteem/actualization
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The moment you begin punishing, you’re making a costly mistake o David McKilllond (Harvard professor) (3) 1. We all have three important needs Need for achievement o To accomplish the meaningful Need affiliation Need for power (influencing o We have these needs @ different 2. Rise and fall of civilization Need for achievement can make civilization rise o Hertzberg’s Motivator Hygiene Theory (4) 1. Thousands of needs Work related needs: two factors o Motivator and hygiene Hygiene factors We ignore them unless they are bad o Relationships & salaries Temperature Lighting Invest enough in hygiene factors so people aren’t unhappy Hygiene factors DO NOT make us work harder, they make us work more o Motivator Recognition Money If you design work to be fun, workers will do it better o 2 decisions we make about relationships @ work Join – hygiene factors determine the decision to join Effort – decision of energy o Adam’s Equity Theory (5) 1. One need : Equity (fairness) 2. Doesn’t matter how much you make, what matters is how much you make compared to others 3. Two ratios to determine fairness
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My inputs /my outputs Significant other’s inputs / significant other’s outputs o Broom’s Expectancy Theory (6) 1. Motivation = expectancy X Instrumentality X reward valence 2. Confiden ce X Trust for mgmt. X value 3. To be able X to give rewards X to do your work 4. Expectancy Perceived probability of success given effort Conditional probability o 1.0 – event will occur o 0 – event will not happen o Expectancy desired is as close to 100%(1.0) as possible To increase expectancy/confidence (first two are most important) o Training o Excellent tools o Authority – right to use resources you need to get the job done o Support 5. Instrumentality Perceived correlation coefficient between a level 1 outcome and a level 2 outcome o Level 1 : being successful on the job o Level 2 : being rewarded for being successful on the job o +1 (desire to reach with rewards ) to -1 (desire to reach with punishment ) Instrumentality is trust o In order to maximize trust , be consistent 6.
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