A Brief Introduction to Motivation Theory
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Content
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Maslow, Alderfer, Herzberg and McCelland studied motivation from a “content” perspective.
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Content Theories deal with “what” motivates people and it is concerned with individual needs and goals.
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Process
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Vroom, Porter & Lawler, Adams and Locke studied motivation from a “process” perspective.
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Process Theories deal with the “process” of motivation and is concerned with “how” motivation occurs.
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Employee will increase effort to obtain a reward
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Based on principle of reinforcement
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Outcome is usually money
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Based on theory that man is rational, based on 'economic man'
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Hygine Factors
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create dissatisfaction if individuals perceive them as inadequate or inequitable, yet individuals will not be significantly motivated if these factors are viewed as adequate or good. Salery, job security, working conditions
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Motivators:
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intrinsic factors such as sense of achievement, recognition, responsibility, and personal growth.
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Hygiene factors determine dissatisfaction
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Motivators determine satisfaction
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According to this theory, individual strives to seek a higher need when lower needs are fulfilled.
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1st physiological needs
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Basic survival needs, such as air, water and food.
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2nd safety needs
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personal security, health, well-being and safety
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3rd belonging
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Sense of belonging and acceptance. Relationships, families and friendship.
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4th self-esteem needs
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Be respected / self respect
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5th self-actualization needs
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Physiological and Safety needs are merged in Existence Needs,
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Belonging needs is named as Relatedness Needs,
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Self-esteem and Self-actualization needs are merged in Growth Needs
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Three basic needs that people develop and acquire from their life experiences .
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Needs for achievement
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Seeks achievement and tries to attain challenging goals. Strong need for feedback as to achievement and progress, and a need for a sense of accomplishment
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Needs for affiliation
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High need for affiliation needs harmonious relationships
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Needs for power:
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Wants to direct and command other people
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If individual feels rewards are fair then they feel satisfied.
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Adams says employees seek to maintain equity between the inputs that they bring to a job and the outcomes recieved.
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Measure against the perceived inputs and outcomes of others.
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Expectancy: E -> P
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belief that effort (E) will result in attainment of desired performance (P) goals.
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Instrumentality: P -> R
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belief of reward (R) if performance (P) expectation is met
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Valence
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Value of the reward according to the person
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Proposes motivation and performance high if goals are challenging, but accepted, and feedback is given.
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Two important findings:
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Setting specific goals
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= higher performance than general goals
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The goals that are hard to achieve
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are linearly and positively connected to performance. The harder the goal, the more a person will work to reach it.
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