Professional Documents
Culture Documents
Work Motivation
INP3004/MAN3360
Dr. Steve
Motivation
Money
Praise
Sense of accomplishment
Power
Affiliation
Theories of Motivation
Maslows Need Hierarchy Theory
Behavior is determined by the lowest unmet need
Spend our lives trying reach Self-Actualization
SA
Esteem
Social
Safety
Physiological
Maslows Need Hierarchy Theory
Critique
Self-Actualization is poorly defined (measure?)
Others proposed fewer levels of need
Question whether needs must be met in order
Little if any empirical support
More descriptive of life than theory of motivation
in the workplace
Theories of Motivation
Equity Theory (Adams)
Equity Theory A social comparison theory that
asks, Is the ratio of what you receive from your job
as compared to what you put in the same
proportion as that of other workers?
Is (Input / Outcome) self = (Input / Outcome) other?
Inputs education level, intelligence, experience,
effort, skill, expertise
Outcomes pay, benefits, status, recognition,
working conditions
Equity Theory
Fixed Ratio
300
Variable Interval
100
0
0 5 10 15 20 25 30 35 40
Time (Minutes)
Reinforcement Theory
Which Schedules Work Best?
Continuous reinforcement to acquire new skill
Intermittent reinforcement to maintain skill
Ratio better than Interval (more rapid responding)
Variable better than fixed (higher resistance to
extinction)
Theories of Motivation
Goal Setting Theory
Goal Setting Theory based on premise that
people are motivated to reach their goals
Goals help tell how much effort must be exerted
Goals are most motivating when they are:
1. Specific
2. Challenging
3. Accepted
4. Feedback provided
Goal Setting Theory
Experimental Results
100
90
Percent of possible
performance
80
70
Do your best
60
Specific hard goal
50
40
1 2 3 4 5 6 7 8 9 10 11 12
Blocks of four weeks
From Latham & Baldes (1975), The Practical Significance of Lockes Theory of Goal Setting, Journal of Applied Psychology, 60, p.123
Job Characteristics Model
Need Theory Unconscious, innate Weak: Little support for Very limited: Theory lacks
needs proposed relationships among sufficient specificity to guide
needs behavior
Equity Theory Drive to reduce feelings of Mixed: Good support for Limited: Social comparisons
tension caused by underpayment inequity, weak are made, but feelings of
perceived inequity support for overpayment inequity can be reduced
inequity through means other than
increased motivation
Goal Setting Intention to direct behavior Moderate-strong: Performance Strong: Ability to set goals is
Theory in pursuit of acceptable under goal-setting conditions not restricted to certain types
goals usually superior to conditions of people or jobs
under which no goals are set
7 Things Needed to Motivate
Employees
1. Ensure workers motives are appropriate for job
2. Make jobs attractive and consistent with workers
motives
3. Define clear, challenging goals (goal setting)
4. Provide necessary resources to do job (opportunity)
5. Create social support systems (respectful environment)
6. Use positive reinforcement for good performance
7. Combine previous 6 into one system