Examples of “Classic” Theories of Work Motivation (Mobilization?) Needs theories Maslow’s...

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Examples of “Classic” Theories of Work Motivation (Mobilization?) Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Aldefer’s ERG Theory Process theories Expectancy Goal Setting Equity

Transcript of Examples of “Classic” Theories of Work Motivation (Mobilization?) Needs theories Maslow’s...

Examples of “Classic” Theories of Work Motivation (Mobilization?)

Needs theories Maslow’s

hierarchy of needs Herzberg’s two

factor theory Aldefer’s ERG

Theory

Process theories Expectancy Goal Setting Equity

Ways of categorizing these theories

Content theories (fix the individual) More internally focused: Try to explain the

internal factors (such as needs) in human beings that may lead someone to be motivated or de-motivated

Process theories (address the situation) More externally focused: Try to explain the

external or contextual factors and processes that may lead someone to be motivated or de-motivated

Prentice Hall, 2001 Chapter 6 3

Maslow’sMaslow’sNeed TheoryNeed Theory

Self

Esteem

Social

Safety

Physiological

Little empiricalLittle empirical support support

Aldefer’s ERG Theory

Similar to Maslow’s needs hierarchy model BUT three (3) categories instead of five (5) and doesn’t argue that people could move up (fulfilment progression) or down (frustration regression) the needs hierarchy

EXISTENCE NEEDS

RELATEDNESS NEEDS

EXISTENCE NEEDS

Material needs which are satisfied by the environment

ie food, water, pay, fringe benefits and working

conditions

Involve relationships with ‘significant; others eg co-workers, superiors, subordinates, family and friends

Development of whatever abilities and capabilities are important to the individual

Most concrete Least concrete

Questionnaire

What’s important to you at work?

Contrasting Views of Satisfaction and Dissatisfaction

Satisfaction Dissatisfaction

Traditional view

Satisfaction No satisfaction

Herzberg's “two factor” view

No dissatisfaction Dissatisfaction

Hygiene Factors

Motivators

Herzberg’s Two-Factor Theory

Links motivation and job satisfaction—with the idea that people seek satisfaction

Two factors Hygiene factors Motivators

Hygiene factors When present they do not motivate, but when absent

they de-motivate

Motivators Things that truly do motivate

Dissatisfactionand

demotivation

Not dissatisfiedbut

not motivated

Positivesatisfaction

and motivation

Hygiene Factors

•Company policies

•Quality of supervision

•Relations with others

•Personal life

•Rate of pay

•Job security

•Working conditions

Motivational Factors

•Achievement

•Career advancement

•Personal growth

•Job interest

•Recognition

•Responsibility

Herzberg’s Two-Factor Theory

Herzberg says:

“If they will give you the money, take it.”

Needs Theories

Maslow Herzberg

Hygiene

Motivators

Factors

Social

Safety

Physiological

Self-Actualisation

Esteem

McClelland’s Acquired Needs

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.

A comparison of content theories

Maslow Alderfer Herzberg McClelland

Self-actualization Growth Motivators nAch

nPowerEsteem

Belongingness Relatedness

Hygiene factors

nAff

Safety

ExistencePhysiological

How Expectancy (Process) Theory Works

Expectancy

Effort - Performance Link

E=0

No matter how much effort

you put in, probably not possible

to memorize the text in 24 hours

Instrumentality

Performance - Rewards Link

I=0

Your tutor does not look

like someone who has S1 million

Valence

Rewards - Personal Goals Link

V=1

There are a lot of wonderful things

you could do with $1 million

Your prof offers you $1 million if you memorize the textbook by tomorrow morning.

Conclusion: Though you value the reward, you will not be motivated to do this task.

Goal Setting (Process) Theory

GoalsSpecificDifficultAccepted

Effects on PersonDirects attention

EnergisesEncourages persistency

New strategies developed

Feedback

Performance

Equity Theory

Explains how social comparisons can motivate individual behavior

Any perceived inequities will motivate us to behave in a manner that will change them

Wants and Gets in balance

ELI the motivator

FIX THE JOB AND YOU JUST MIGHT HAVE BETTER WORK OUTCOMES

GIVE SOMEONE A BAD JOB AND THEY WILL LIVE UP TO YOUR EXPECTATIONS (BFI = one person garbage crew)

Core jobdimensions

Critical psychological

states

Personaland work outcomes

Hackman & Oldham’s Job Characteristics Model

5 DIMENSIONS 3 STATES MANY OUTCOMES

Core Job Dimensions

Core Job Dimensions Skill variety Task identity Task significance Autonomy Feedback

Motivating Potential Score (MPS)

MPS =Skill + Task + Taskvariety identity significance X Autonomy X FB

3

Hackman & Oldham’s Job Characteristics Model

Skill variety Experienced High internalTask identity meaningfulness motivationTask significance of the work High-quality

performanceAutonomy Experienced

responsibility High satisfaction for outcomes

Feedback Knowledge of results Low absenteeism & turnover

Employee growth-need strength

Core Job Dimensions Critical Psychological State Outcomes .

Improving Job Design

Job Enlargement - horizontal loadingJob Enrichment - vertical loadingJob Rotation - cross-trainingTeam-based designs