MODELS AND THEORIES OF MOTIVATION

HRM246 Phase 4 IP 2.

What is Motivation?

Internal or external forces that determine behavior (Microsoft, n.d.)

“The biological, emotional, cognitive or social forces that activate and drive behavior (Microsoft, n.d.)

“Motivated behavior is energized, directed and sustained” (Santrock, 2004)

Why Motivate?

Lowers employee absenteeism (Brown, 2011; Dessler, 2011)

Decreases employee turn-over rate (Brown, 2011; Dessler, 2011)

Increases productivity and revenue (Brown, 2011; Dessler, 2011)

Increases high performance (Brown, 2011; Dessler, 2011)

Improves company reputation and public image (Brown, 2011; Dessler, 2011)

Motivational Models and Theories

The Evolutionary approach- unlearned behavior (Santrock, 2004)

Drive Reduction theory- the drive to minimize a need and reach “equilibrium” (Santrock, 2004)

Optimal Arousal theory- levels of alertness considered best for performance of diverse tasks (Santrock, 2004)

The Cognitive approach– Awareness of motivational factors, ability for self reflection to determine motivations (Santrock, 2004)

1. Humanist Perspective and Abraham Maslow (Santrock, 2004)

Maslow’s Hierarchy of Needs

Abraham Maslow- Humanist, “An individual’s basic needs must be met before higher needs can become motivating” (Santrock, 2004).

Maslow suggests that most individuals do not reach Self Actualization (Santrock, 2004).

According to Maslow all other needs must be met before Self Actualization becomes possible (Santrock, 2004)

Maslow’s Hierarchy of Needs

Self Actualization- motivation to reach one’s full human potential (Santrock, 2004)

Self Esteem- positive self image (Santrock, 2004) Love and Belonging- relationships, friendship,

family, sense of affiliation (Santrock, 2004) Security/Safety- environment free from physical

threat (Santrock, 2004) Physiological needs- food, water, air, sleep,

clothing, shelter (Santrock, 2004)

Maslow’s Hierarchy of Needs

Each level or stage is developmental (Santrock, 2004)

The order of needs within the hierarchy may be “subjective” (Santrock, 2004)

McGregor’s Theory X and Theory Y

Theory first appeared in Douglas McGregor’s 1960 book on management, “The Human Side of Enterprise” (Envision Software, 2007)

Theory is based around how managers are believed to perceive motivation of employees (Envision Software, 2007)

Theory is based on the assumption of managerial duties involving organization of resources and people to the company’s advantage (Envision Software, 2007)

Theory lacks evidence of validity (Robbins & Coulter, 2009)

McGregor’s Theory X

Theory X employees are: Work avoidant (Envision Software, 2007) Responsibility avoidant (Envision Software,

2007) Lack ambition (Envision Software, 2007) Require constant supervision, must be

“constantly controlled” and sometimes “coerced” into achieving company goals (Envision Software, 2007)

Are “unintelligent, gullible”, “self- centered” and “resistant to change” (Envision Software, 2007)

McGregor’s Theory Y

Theory Y Employees “when conditions are favorable” (Envision Software, 2007) :

1. Are creative problem-solvers (Envision Software, 2007)

2. Enjoy work and seek responsibility (Envision Software, 2007)

3. Are committed to organizational goals when goals line up with personal fulfillment (Envision Software, 2007)

McClelland’s Three-Needs Theory

Three major motivators within the work environment (Brown, 2011; Robbins & Coulter, 2009)

1. “Need for Achievement” (Brown, 2011; Robbins & Coulter, 2009)

2. “Need for Affiliation”(Brown, 2011; Robbins & Coulter, 2009)

3. “Need for Power” (Brown, 2011; Robbins & Coulter, 2009) More research conducted on Achievement needs than

Affiliation or Power needs (Robbins & Coulter, 2009) These needs obtained and not inherent (learned not

instinctive) (Robbins & Coulter, 2009) The levels of each need can be measured through the

Thematic Apperception Test (TAT) (Robbins & Coulter, 2009)

Comparison: Maslow and McGregor

Some evidence supports Maslow’s Hierarchy of Needs (Santrock, 2004; Robbins & Coulter, 2009)

No evidence to support McGregor’s Theory X or Theory Y (Robbins & Coulter, 2009)

Maslow’s Hierarchy of Needs describes motivation in general terms and across a broad spectrum of life (Santrock, 2004; Robbins & Coulter, 2009)

McGregor’s Theory X and Theory Y describes perceptions of others motivations in a work specific context (Robbins & Coulter, 2009)

McGregor’s theories are relational and complement Maslow’s Hierarchy of Needs in the work-place context (Robbins & Coulter, 2009)

Comparison: Maslow and McClelland

Maslow’s Hierarchy of Needs is considered to be a “foundational” motivation theory (Santrock, 2004; Robbins & Coulter, 2009)

McClelland’s Three-Needs Theory is a contemporary theory (Robbins & Coulter, 2009)

Maslow’s Hierarchy of Needs encompasses all human motivational factors based on levels of need (Santrock, 2004; Robbins & Coulter, 2009)

McClelland set out to determine the most useful motivating factors within the work environment (Robbins & Coulter, 2009)

McClelland’s Three-Needs Theory considers an individual in relation to other individuals and organization, Maslow considers individuals only in relation to developmental level of motivating needs (Santrock, 2004; Robbins & Coulter, 2009

Maslow at Work

1. How can I help my employees realize their fullest potential? (Brown, 2011)

2. How can I help my employees feel good about themselves at work? (Brown, 2011)

3. How can I help my employees feel like they belong? (Brown, 2011)

4. How can I help my employees feel safe and secure at work? (Brown, 2011)

5. How can I help my employees provide for their basic needs and the basic needs of their loved ones? (Brown, 2011)

What Can We Do to Help?

Communicate with employees (Dessler, 2011) Communicate with employees (Dessler, 2011) Communicate with employees (Dessler, 2011)The best way to help employees become motivated toward

achieving organizational goals is to help them fulfill needs in accordance with organizational goals (Dessler, 2011)

The cost of timely and effective feedback is a few moments of your time (Dessler, 2011)

The cost of praise and a thank you is a few moments of your time and some attention to detail (Dessler, 2011)

The cost of recognition for a job well done is a few moments of your time and some attention to detail (Dessler, 2011)

The cost of merit pay raises to help employees pay their bills is more cost effective than lost productivity due to high absenteeism or high turn-over rates (Dessler, 2011)

Let’s Discuss!

Consider for a moment how one’s managerial style as well as the way one communicates with subordinates can affect employee motivation

Are your employees motivated to achieve their fullest potential for the organization?

Are you the kind of supervisor you would want to work for?

References

Brown, M. (April 3, 2011) Week 5 live chat 1: Motivation Theories chat 8 [chat]. Retrieved from Colorado

Technical University Online Instructor Files HRM246-1102A-03 Foundations of Human Resource

Management: http://campus.ctuonline.edu.

Brown, M. (April 4, 2011) live chat 9: Source: Management by Stephen Robbins & Mary Coulter- 10 ed. [chat].

Retrieved from Colorado Technical University Online Instructor Files HRM246-1102A-03 Foundations of

Human Resource Management: http://campus.ctuonline.edu.

Dessler, G. (2011). A framework for human resource management sixth edition. Upper Saddle River, Prentice

Hall. Retrieved from http://campus.ctuonline.edu.

Envision Software (2007) Douglas McGregor: Employee motivation: Theory X and Theory Y. Retrieved from:

http://www.envisionsoftware.com/articles/Theory_X.html

References

Microsoft, (n.d.) Motivation: Psychology Encarta dictionary, Retrieved from Microsoft

Office Encarta dictionary

Robbins, S. & Coulter, M. (2009) Management Tenth Edition. Upper Saddle River: Pearson

Prentice-Hall. Retrieved from http://campus.ctuonline.edu.

Santrock, J. (2004) Psychology Essentials: updated second edition University of Texas at

Dallas, McGraw-Hill. Retrieved from http://campus.ctuonline.edu.

Schaefer, R.T. (2011) Sociology: A brief introduction, 9th edition New York: McGraw-Hill.

Retrieved from http://campus.ctuonline.edu