Basic Motivation Concepts

Motivation the processes that account for an individuals intensity, direction and persistence of effort toward attaining a goal. EARLY THEORIES 1. Hierarchy of Needs Theory - Abraham Maslow. Physiological hunger, thirst, shelter, sex, bodily needs. Safety security & protection. Social affection, friendship, belongingness. Esteem respect, autonomy (internal factors) & status, recognition (external factors.) Self-actualization The drive to become what one is capable of becoming.

3. Two Factor Theory - Frederick Herzberg. The intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. Hygiene Factors e.g. company policy, salary, supervision. These factors can placate the workers. CONTEMPORARY THEORIES 1. ERG Theory - Clayton Alderfer. E Existence (Physiological & Safety) R Relatedness (Social & Esteem) G- Growth (Self-actualization) Frustration-Regression Dimension when a higher order need level is frustrated, the persons desire to increase a lower level need takes place. 2. McClelland s Theory of Need - David McClelland. Achievement Need the drive to excel, to achieve in relation to a set of standards, to strive to succeed.

Zaballero, Dennice Reeze Abranilla, Alyssa Gem PSYCH 09-22 ORGANIZATIONAL BEHAVIOR & TRAINING DEVELOPMENT

2. Theory X and Theory Y - Douglas McGregor. Theory X the assumption that employees dislike work, are lazy, dislike responsibility & must be coerced to perform. Theory Y - the assumption that employees like work, are creative, seek responsibility & can exercise selfdirection.

MW (4pm-530pm) Prof. Doris Tabunda

Power Need the need to make others behave in a way that they could not have behaved otherwise. Affiliation Need the desire for friendly & close interpersonal relationships. 3. Cognitive Evaluation Theory It is allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation. 4. Goal-Setting Theory The theory that has specific and difficult goals, with goal/feedback, lead to higher performance. Self-generated feedback where the employee is able to monitor his or her own progress. - Goal commitment - Adequate Self-efficacy - Task characteristics - National culture Self-efficacy refers to individuals belief that he or she is capable of performing a task. Report By: Dennice Zaballero

5. Reinforcement Theory It is based on the work of Ivan Pavlov in behavioral conditioning and the work B. F. Skinner did on operant conditioning. Positive Reinforcement - giving a positive response when an individual shows positive and required behavior. Negative Reinforcement - rewarding an employee by removing negative / undesirable consequences. Punishment - removing positive consequences so as to lower the probability of repeating undesirable behavior in future. Extinction - absence of reinforcements. Fixed ratio schedule. Fixed interval schedule. Variable ratio 6. Equity Theory Individuals are motivated by a sense of fairness in their interactions.

Inputs - are the contributions the person feels he or she is making to the environment. Outputs - are the rewards the person feels he or she is receiving from the situation. Referent - the input/output ratio of a comparison person. 7. Expectancy Theory - Victor Vroom The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. Expectancy or effort-performance relationship. Instrumentality or performancereward relationship. Valence or rewards-personal goals relationship. Report By: Alyssa Abranilla