Module 14 8/12/2010. How do human needs and job designs. affect motivation to work? How do thought processes and decisions

Size: px

Start display at page:

Download "Module 14 8/12/2010. How do human needs and job designs. affect motivation to work? How do thought processes and decisions"

Lambert Holland
5 years ago
Views:

1 Module 14 Module 14 Motivation How do human needs and job designs influence motivation to work? How do thought processes and decisions affect motivation to work? What role does reinforcement play in motivation? 14.1 Human Needs and Job Design Maslow described a hierarchy of needs topped by self-actualization Alderfer s ERG theory deals with existence, relatedness and growth needs McClelland identified acquired needs for achievement, power and affiliation Herzberg s two-factor theory focuses on higher-order need satisfaction The core characteristics model integrates motivation and job design Maslow s Hierarchy Motivation level, direction and persistence of effort expended at work Maslow s hierarchy Needs Unfulfilled desires that stimulate people to act Lower order needs Physiological, safety and social needs Higher order needs Esteem and self-actualization 1

Maslow s Hierarchy Alderfer s ERG Theory Alderfer s ERG Theory Existence Needs Relatedness Needs are desires for physiological and material well being.

2 Maslow s Hierarchy Alderfer s ERG Theory Alderfer s ERG Theory Existence Needs Relatedness Needs are desires for physiological and material well being. Relatedness needs are desires for satisfying interpersonal relationships. are desires for satisfying interpersonal relationships. Growth Needs are desires for continued psychological growth and development. McClelland s Acquired Needs Three acquired needs that vary in strength among people Need for Achievement is the desire to do something better, to solve problems, or to master complex tasks. Need for Power is the desire to control, influence, or be responsible for other people. Need for Affiliation Is the desire to establish and maintain good relations with other people. McClelland s Acquired Needs Two forms of need for power Need for personal power Need for social power 2

Herzberg Two-Factor Theory JOB DESIGN Core Characteristics Model Hygiene Factors found in the job context working conditions interpersonal relations organizational policies salary Motivator Factors

3 Herzberg Two-Factor Theory JOB DESIGN Core Characteristics Model Hygiene Factors found in the job context working conditions interpersonal relations organizational policies salary Motivator Factors found in job content sense of achievement recognition responsibility advancement personal growth. Job design Allocation of specific tasks to individuals and groups Job enrichment Adds opportunities for satisfying higher-order needs to a job by adding opportunities for planning and controlling work JOB DESIGN Core Characteristics Model Five Core Job Characteristics Skill variety Task identity Task significance Autonomy Feedback from the job itself 14.2 Thought Processes and Decisions Equity theory explains how social comparisons can motivate individual behavior Expectancy theory considers motivation = expectancy x instrumentality x valence Goal-setting theory shows that wellchosen and well-set goals can be motivating 3

Equity Theory Equity theory explains how social comparisons can motivate individual behavior Perceived negative inequity Attempt to restore equity by working less or quitting Perceived positive

4 Equity Theory Equity theory explains how social comparisons can motivate individual behavior Perceived negative inequity Attempt to restore equity by working less or quitting Perceived positive inequity Attempt to restore equity by extra effort Expectancy Theory Expectancy theory considers motivation = expectancy x instrumentality x valence Expectancy Instrumentality Valence Can I achieve the desired level of task performance? What work outcomes will be received as a result of the performance? How highly do I value work outcomes? Expectancy Theory Goal Setting Theory Goal-setting theory shows that wellchosen and well-set goals can be motivating 4

14.3 Reinforcement Operant conditioning influences behavior by controlling its consequences Positive reinforcement connects desirable behavior with pleasant consequences Punishment connects

5 14.3 Reinforcement Operant conditioning influences behavior by controlling its consequences Positive reinforcement connects desirable behavior with pleasant consequences Punishment connects undesirable behavior with unpleasant consequences Law of Effect The law of effect states that behavior followed by a pleasant consequence is likely to be repeated; behavior followed by an unpleasant consequence is unlikely to be repeated. Operant Conditioning Operant Conditioning B. F. Skinner Influences behavior by controlling its consequences. Positive reinforcement strengthens a behavior by making a desirable consequence contingent on its occurrence. Negative reinforcement strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence. Operant Conditioning Punishment discourages by making an unpleasant consequence contingent on its occurrence. Extinction discourages a behavior by making the removal of a desirable consequence contingent on its occurrence. 5

6 Operant Conditioning Positive Reinforcement Positive reinforcement connects desirable behavior with pleasant consequences Law of contingent reinforcement Reward only when desirable behavior is demonstrated Law of immediate reinforcement Reward immediately after the desirable behavior is demonstrated Positive Reinforcement Shaping Creating a new behavior by positive reinforcement of similar behaviors Continuous reinforcement Reward every time behavior is exhibited Intermittent reinforcement Reward behavior periodically Punishment Punishment Connects undesirable behavior with unpleasant consequences Deny a reward No raise/pay reduction Reprimand 6

7 Module 14 Case Pixar Animation Studios Home of the Creative Geniuses 7

CHAPTER 15 MOTIVATION

CHAPTER 15 MOTIVATION Koon Vui Yee 1 Learning Outcomes 15.1 Describe the nature of motivation. 15.2 Describe and differentiate various types of motivation theories under content perspectives. 15.3 Explain