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    Job Performance F (Ability X X Organizational Support) : Motivation

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    Apoorva Tripathi
    The document summarizes several major theories of motivation: need theories like Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's two-factor theory; cognitive theories like expectancy theory, equity theory, and goal setting theory; and reinforcement theory. It provides details on the key concepts and assumptions of each theory, including how needs, expectations, fairness, and goals influence motivation.

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    Job Performance F (Ability X X Organizational Support) : Motivation

    Uploaded by

    Apoorva Tripathi
    113 views29 pages
    The document summarizes several major theories of motivation: need theories like Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's two-factor theory; cognitive theories like expectancy theory, equity theory, and goal setting theory; and reinforcement theory. It provides details on the key concepts and assumptions of each theory, including how needs, expectations, fairness, and goals influence motivation.

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    Motivation Theories

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    The document summarizes several major theories of motivation: need theories like Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's two-factor theory; cognitive theories like expectancy theory, equity theory, and goal setting theory; and reinforcement theory. It provides details on the key concepts and assumptions of each theory, including how needs, expectations, fairness, and goals influence motivation.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    113 views29 pages

    Job Performance F (Ability X X Organizational Support) : Motivation

    Uploaded by

    Apoorva Tripathi
    The document summarizes several major theories of motivation: need theories like Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's two-factor theory; cognitive theories like expectancy theory, equity theory, and goal setting theory; and reinforcement theory. It provides details on the key concepts and assumptions of each theory, including how needs, expectations, fairness, and goals influence motivation.

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    Job performance = f (ability X motivation X organizational support)

    MAJOR THEORIES OF MOTIVATION

    I. Need Approaches:
    - Maslows Hierarchy of Needs - Alderfers ERG Theory

    - Herzbergs Two Factor Theory


    - McClellands Learned Needs Theory II. Cognitive Approaches:

    - Expectancy Theory
    - Equity Theory/ Social Comparison - Goal Setting Theory

    III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time
    (Behavior Modification)

    ERG THEORY
    Existence needs Physiological needs Relatedness needs- Relationships, love and belongingness Growth needs- Creativity & innovation

    Alderfers ERG Theory


    Need Progression

    Growth Needs

    Need Regression

    Relatedness Needs

    Existence Needs

    Herzbergs Theory Rests on Two Assumptions 1.) Job satisfaction is equivalent to being motivated (influence of Human Relations) and assumption that the happy worker is a productive worker

    2.) Job satisfaction and dissatisfaction are separate concepts with unique determinants

    Herzbergs 2-Factor Theory


    Determinants of Job Dissatisfaction are Hygiene* Factors: Pay, fringe benefits Working conditions Quality of supervision Interpersonal relations Job Environment Factors *
    Poor hygiene can make you, sick, but good hygiene wont necessarily make you healthy

    Determinants of Job Satisfaction are Motivator Factors: Work itself, responsibility Advancement Recognition

    David McClellands Theory of Needs

    nPow

    nAch

    nAff

    WORK PREFERENCES OF PERSONS HIGH IN NEED FOR ACHIEVEMENT, AFFILIATION, AND POWER
    INDIVIDUAL NEED High need for achievement WORK PREFERENCES - Individual responsibility JOB EXAMPLE Field sales person with challenging quota and opportunity to earn individual bonus Customer service representative; member of work unit subject to group wage bonus plan Formal position of supervisory responsibility; appointment as head of special task force or committee

    - Challenging but achievable goals


    - Feedback on performance - Interpersonal relationships

    High need for affiliation

    - Opportunities to communicate

    High need for power

    - Control over other persons


    - Attention - Recognition

    A Comparison of Internal Need Theories of Motivation

    Maslows Hierarchy of Needs

    Alderfers ERG Theory

    Herzbergs Two Factor Theory

    McClellands Acquired Needs Theory

    SelfActualization
    Aesthetic Cognitive Esteem

    Achievement Growth

    Motivator

    Power

    Relatedness

    Belonging
    Hygiene Security Existence

    Affiliation

    Physiological

    THE GOALS OF COGNITIVE THEORIES ARE TO EXPLAIN THOUGHTS ABOUT EFFORT:


    1.) the decision to expend effort 2.) the level of effort to exert 3.) how effort can be made to persist over time

    Expectancy Theory of Motivation


    Expectancy theory
    Holds that people are motivated to behave in ways that produce valued outcomes.

    7-12

    Expectancy Theory

    Involves 3 cognitions/perceptions:
    1. Expectancy the perceived probability that effort will lead to task performance. the perceived probability that performance will lead to rewards

    2. Instrumentality -

    3. Valence -

    the anticipated value of a particular outcome to an individual.

    Effort

    Performance

    Rewards or Outcomes

    Expectancy Theory

    EXPECTANCY THEORY
    Motivation force F= valence*expectancy

    Level of Performance or Production

    Second level outcome

    Equity Theory
    Equity theory
    Holds that motivation is a function of fairness in social exchanges

    7-16

    Equity Theory: The decision to exert effort is a function of social comparison

    Involves 3 relevant perceptions:


    1. Perceptions of outcomes received from performing a task. (e.g., pay) 2. Perceptions of inputs required to perform a task. 3. Perceptions of the outcomes and inputs of a REFERENCE PERSON. If: Outcomes Self = Outcomes Reference Person

    Inputs Self
    Then equity exists.

    Inputs Reference Person

    Equity Theory

    Referent Comparisons:
    Self-inside Self-outside Other-inside

    Other-outside

    Equity Theory

    Negative and Positive Inequity

    Restoring Equity
    Under-reward: Increase outcomes Reduce inputs Over-reward: Increase inputs Reduce Outcomes Other Options: Leave situation Alter perceptions Change reference person

    Justice

    Goal-Setting Theory (Edwin Locke)

    How Does Goal Setting Work


    Goals direct attention Goals regulate effort Goals increase persistence Goals foster the development and application of task strategies and action plans

    Insights from Goal-Setting Research


    1. Difficult goals lead to higher performance 2. Specific, difficult goals lead to higher performance for simple rather complex tasks
    Goal specificity quantifiability of a goal

    3. Feedback enhances the effect of specific, difficult goals

    Insights from Goal-Setting Research


    4. Participative goals, assigned goals, and selfset goals are equally effective 5. Goal commitment and monetary incentives affect goal-setting outcomes
    Goal commitment extent to which an individual is personally committed to achieving a goal

    Relationship between Goal Difficulty and Performance

    Practical Application of Goal Setting


    Step 1: Set goals Step 2: Promote goal commitment Step 3: Provide support and feedback

    Failure will never overtake me if my determination to succeed is strong enough. Og Mandino Success is not final, failure is not fatal: it is the courage to continue that counts. Winston Churchill

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