Week 5 Motivation _ Performance Practices

Week 5 Motivation _ Performance Practices - Chapter 5...

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Chapter 5: Motivation in the Workplace Motivation  is one of the four essential drivers of individual behavior and  performance and is an integral part of employee engagement. Definition: The forces within a person that affects his or her direction,  intensity, and persistence of voluntary behavior. An engaged workforce is an important predictor of an organization’s  competitiveness. 3 factors making it hard to engage employees 1.) Globalization  2.) Decrease in direct supervision 3.) New generation of employees with different expectations of the  workplace A.  Maslow’s Needs Hierarchy Theory  – Maslow’s motivation theory of five  instinctive needs arranged in a hierarchy where people are motivated to fulfill a  higher need as a lower one becomes gratified. Growth need – a need that continues to develop even when fulfilled. 4.) Self-actualization  – the need for self-fulfillment – a sense that a  person’s potential has been realized.  Deficiency needs – a need that becomes activated when unfulfilled. 5.) Esteem  – Self-esteem through personal achievement and  recognition from others 6.) Belongingness  – the need for love, affection, and interaction  with other people 7.) Safety  – the need for a secure and stable environment and the  absence of threat, pain, or illness 8.) Physiological  – food, water, shelter, air, etc. Maslow’s contribution to the study of Motivation  1.) Brought a more holistic, humanistic, and positive perspective of  motivation. 2.) Argued that higher-order needs are influenced by social dynamics and  culture. 3.) Introduced a more positive perspective of employee motivation. 4.) His work on Self-actualization 
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B.  ERG Theory  – A needs hierarchy theory consisting of three instinctive  needs – existence, relatedness, and growth  C.  Four-Drive Theory  – A motivation theory based on the innate drives to  acquire, bond, learn, and defend that incorporates emotions and rationality. 1.) Drive to acquire  2.) Drive to bond 3.) Drive to learn  4.) Drive to defend D.  McClelland’s Theory of Learned Needs –  a theory based on three learned  needs:  1.) Need for Achievement – people want to accomplish reasonably  challenging goals, and desire clear feedback and recognition for success. 2.) Need for Power – people seek approval from other, conform to their  wishes, and expectations, and avoid conflict and confrontation. 3.) Need for Affiliation – people want to control their environment to benefit  themselves or others.
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