Motivation At Work

13

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LEARNING OUTCOMES

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1 Describe the basic model of performance

2 Discuss motivation and human needs

3 Identify the basic process models of motivation and describe an integrative model of motivation

4 Describe other related theories and perspectives on motivation

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Basic Model of Performance

• Level of performance of any task is not solely based on motivation

• HR managers play a major role in determining critical elements• Ability

• Motivation sides of the performance

• Context - Equipment and materials

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Motivation and Needs

• Focus on what motivates a person, rather than on how motivation occurs

Need-based theories

• Model proposed by Abraham Maslow specifies levels of needs that are capable of motivating behavior such as:

• Physiological

• Security

• Social and esteem

• Self-actualization

Hierarchy of needs

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Figure

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13.1 Maslow’s Hierarchy of Needs

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Motivation and Needs

• Specific needs that are capable of motivating behavior at any given point of time

Prepotent

• Involves three rather than two levels of needs, and allows for someone to regress from a higher-level need to a lower-level need

ERG theory

• Identifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs

Dual factor theory

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Process Theories of Motivation

• Process theories: Focus on how people become motivated and what they are motivated to do rather than on what motivates them• Reinforcement theory: Proposes that all

behavior is a function of its consequences

- Positive reinforcement

- Extinction

- Punishment

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Situations of Reinforcement Theory

• Behavior is followed by positive consequences and thus is likely to be repeated

Positive reinforcement

• Behavior is followed by no consequences and eventually disappears

Extinction

• Behavior is followed by negative consequences and so is not repeated

Punishment

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Partial Reinforcement

• Rewarding a behavior only a part of the time rather than all time

• Schedules• Interval: Behavior is reinforced as a function of

the passage of time

• Ratio: Behavior is reinforced as a function of how many times the behavior occurs

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Table

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13.1 Effects of Different Partial

Reinforcement Schedules

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Figure

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13.4 The Expectancy Theory of Motivation

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Figure

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13.5 The Equity Comparison Process

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Figure

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13.6 An Integrative Model of Motivation

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Related Theories and Perspectives on

Motivation

• Based on the premise that people with goals work harder than people without goals

Goal theory

•Addresses potential conflicts among different groups of stakeholders in an organization

Agency theory

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Related Theories and Perspectives on

Motivation

• Motivation to do work because it is interesting, engaging, or possibly challenging rather than because rewards are provided

Intrinsic motivation

• Creative behavior: Involves doing things at work that are innovative and provide some value for the organization

Creativity

SUMMARY

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• Motivation is not solely responsible for good performance

• HR manager plays a critical role in determining the elements• Ability

• Motivation sides of the performance

• Context - Equipment and materials

KEY TERMS

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• Agency theory• Behavior modification• Creative behavior• Dual factor theory• Effort-to-performance expectancy• Equity theory• ERG theory• Expectancy theory• Extinction• Fixed interval schedules• Fixed ratio schedules• Goal theory

KEY TERMS

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• Hierarchy of needs• Interval schedules• Intrinsic motivation• Motivation• Need-based theories• Partial reinforcement• Performance-to-outcomes expectancy• Positive reinforcement• Prepotent• Process theories• Punishment• Ratio schedules

KEY TERMS

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• Reinforcement theory• Valence• Variable interval schedules• Variable ratio schedules

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