MOTIVATION. Processes and Theories
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1 MOTIVATION Processes and Theories
2 WHAT IS MOTIVATION? DERIVED FROM LATIN MOVERE - TO MOVE IS A PROCESS THAT STARTS WITH A PHYSIOLOGICAL OR PSYCHOLOGICAL DEFICIENCY OR NEED THAT ACTIVATES A BEHAVIOUR OR DRIVE THAT IS AIMED AT GOAL OR INCENTIVE. NEEDS DRIVES INCENTIVES
3 MOTIVES 1. PRIMARY MOTIVES: Physiological & Unlearned e.g. hunger, thirst, sleep, sex etc. 2. SECONDARY MOTIVES: Learned or cognitive Most important for study of human behaviour Achievement; Power; Affiliation; Security; Status 3. GENERAL MOTIVES: Unlearned but not physiologically based Used to increase stimulation So called stimulus motives Unlearned drive for: Curiosity Motive; Manipulation Motive; Activity Motive
4 THEORETICAL DEVELOPMENT OF WORK MOTIVATION PROCESS CONTENT THEORIES deal with needs/ drives that people have Maslow s Hierarchy of needs Herzberg s Two- Factor theory of motivation Alderfer s ERG Theory PROCESS THEORIES Cognitive antecedents that go into motivation Vrooms Expectancy Theory of Motivation Porter- Lawler Model CONTEMPORARY THEORIES Equity Theory Adams Attribution Theory- Kelley Theory of needs Mclellaland Cognitive Evaluation Theory Heider, de Charmes & Bem Goal Setting Theory - Locke
5 CONTENT THEORIES MASLOW S HIERARCHY SELF ACTUALIZATION Personal growth, realisation of potential ESTEEM NEEDS Promotions, Titles SOCIAL NEEDS Work groups SECURITY NEEDS Union, Health Insurance BASIC NEEDS Pay
6 HERZBERG S TWO- FACTOR THEORY OF MOTIVATION Hygiene Factors Do not motivate but prevent dissatisfaction. Bring motivation to theoretical zero level. Motivators Motivates the individuals Hygiene factors Company policy & administration, Supervision, technical, Salary, Interpersonal relations, Working conditions. MOTIVATORS Achievement Recognition Work itself Responsibility
7 PROCESS THEORIES VROOM S EXPECTANCY THEORY 2 nd level Outcome INSTRUMENTALITIES MOTIVATIONAL FORCE EXPECTANCY 1 st level Outcome OUTCOME 1 OUTCOME 2 OUTCOME 1A OUTCOME 1B OUTCOME 2A OUTCOME 2B
8 TERMS VALENCY Strength of an individual s preference for a Particular outcome INSTRUMENTALITY of first level outcome in obtaining A desired 2 nd level outcome. EXPECTANCY PROBABILITY THAT A PARTICULAR ACTION WILL LEAD TO A FIRST LEVEL OUTCOME. MOTIVATIONAL FORCE Σ Valence X Expectancy
9 Value of Reward Abilities and traits Intrinsic rewards Perceived Equitable rewards Effort Performance Satisfaction Perceived effort Role perceptions Extrinsic rewards Porter-Lawler Model
10 CONTEMPORARY THEORY J STRACY ADAMS EQUITY THEORY OF MOTIVATIONCOGNITIVELY BASED IS BASED ON EQUITY EQUITY : Person s outcomes Person s input vs other s outcomes other s input The striving to restore equity is an explanation of work motivation. Strength is directly proportional to the inequity. Workers prefer equitable payment to overpayment
11 Contemporary theories Cognitive Evaluation theory allocating extrinsic rewards for behaviour that had been previously intrinsically rewarding tends to decrease the overall level of motivation. Self Concordance The degree to which a person s reason s for pursuing a goal consistent with the person s interests and core values. (e.g. if one pursues a goal because of an intrinsic interest, they are more likely to achieve it and are happy even if they do not achieve it).
12 The Hackman-Oldham job characteristics model of work motivation CORE JOB CHARACTERISTICS Variety of skill Identity of the task Significance of the task Autonomy Feedback CRITICAL PSYCHOLOGICAL STATES Experience meaningfulness of the work Experience responsibility for work outcomes Knowledge of results from work activities PERSONAL AND WORK OUTCOMES High internal work motivation High quality work performance High satisfaction with the work Low turnover and absenteeism Moderated by employee growthneed strength
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