Post on 18-Dec-2015
Examples of “Classic” Theories of Work Motivation (Mobilization?)
Needs theories Maslow’s
hierarchy of needs Herzberg’s two
factor theory Aldefer’s ERG
Theory
Process theories Expectancy Goal Setting Equity
Ways of categorizing these theories
Content theories (fix the individual) More internally focused: Try to explain the
internal factors (such as needs) in human beings that may lead someone to be motivated or de-motivated
Process theories (address the situation) More externally focused: Try to explain the
external or contextual factors and processes that may lead someone to be motivated or de-motivated
Prentice Hall, 2001 Chapter 6 3
Maslow’sMaslow’sNeed TheoryNeed Theory
Self
Esteem
Social
Safety
Physiological
Little empiricalLittle empirical support support
Aldefer’s ERG Theory
Similar to Maslow’s needs hierarchy model BUT three (3) categories instead of five (5) and doesn’t argue that people could move up (fulfilment progression) or down (frustration regression) the needs hierarchy
EXISTENCE NEEDS
RELATEDNESS NEEDS
EXISTENCE NEEDS
Material needs which are satisfied by the environment
ie food, water, pay, fringe benefits and working
conditions
Involve relationships with ‘significant; others eg co-workers, superiors, subordinates, family and friends
Development of whatever abilities and capabilities are important to the individual
Most concrete Least concrete
Contrasting Views of Satisfaction and Dissatisfaction
Satisfaction Dissatisfaction
Traditional view
Satisfaction No satisfaction
Herzberg's “two factor” view
No dissatisfaction Dissatisfaction
Hygiene Factors
Motivators
Herzberg’s Two-Factor Theory
Links motivation and job satisfaction—with the idea that people seek satisfaction
Two factors Hygiene factors Motivators
Hygiene factors When present they do not motivate, but when absent
they de-motivate
Motivators Things that truly do motivate
Dissatisfactionand
demotivation
Not dissatisfiedbut
not motivated
Positivesatisfaction
and motivation
Hygiene Factors
•Company policies
•Quality of supervision
•Relations with others
•Personal life
•Rate of pay
•Job security
•Working conditions
Motivational Factors
•Achievement
•Career advancement
•Personal growth
•Job interest
•Recognition
•Responsibility
Herzberg’s Two-Factor Theory
Needs Theories
Maslow Herzberg
Hygiene
Motivators
Factors
Social
Safety
Physiological
Self-Actualisation
Esteem
McClelland’s Acquired Needs
Need for Achievement is the desire to do something better, to solve
problems, or to master complex tasks. Need for Power
is the desire to control, influence, or be responsible for other people.
Need for Affiliation Is the desire to establish and maintain good relations
with other people.
A comparison of content theories
Maslow Alderfer Herzberg McClelland
Self-actualization Growth Motivators nAch
nPowerEsteem
Belongingness Relatedness
Hygiene factors
nAff
Safety
ExistencePhysiological
How Expectancy (Process) Theory Works
Expectancy
Effort - Performance Link
E=0
No matter how much effort
you put in, probably not possible
to memorize the text in 24 hours
Instrumentality
Performance - Rewards Link
I=0
Your tutor does not look
like someone who has S1 million
Valence
Rewards - Personal Goals Link
V=1
There are a lot of wonderful things
you could do with $1 million
Your prof offers you $1 million if you memorize the textbook by tomorrow morning.
Conclusion: Though you value the reward, you will not be motivated to do this task.
Goal Setting (Process) Theory
GoalsSpecificDifficultAccepted
Effects on PersonDirects attention
EnergisesEncourages persistency
New strategies developed
Feedback
Performance
Equity Theory
Explains how social comparisons can motivate individual behavior
Any perceived inequities will motivate us to behave in a manner that will change them
Wants and Gets in balance
ELI the motivator
FIX THE JOB AND YOU JUST MIGHT HAVE BETTER WORK OUTCOMES
GIVE SOMEONE A BAD JOB AND THEY WILL LIVE UP TO YOUR EXPECTATIONS (BFI = one person garbage crew)
Core jobdimensions
Critical psychological
states
Personaland work outcomes
Hackman & Oldham’s Job Characteristics Model
5 DIMENSIONS 3 STATES MANY OUTCOMES
Core Job Dimensions
Core Job Dimensions Skill variety Task identity Task significance Autonomy Feedback
Motivating Potential Score (MPS)
MPS =Skill + Task + Taskvariety identity significance X Autonomy X FB
3
Hackman & Oldham’s Job Characteristics Model
Skill variety Experienced High internalTask identity meaningfulness motivationTask significance of the work High-quality
performanceAutonomy Experienced
responsibility High satisfaction for outcomes
Feedback Knowledge of results Low absenteeism & turnover
Employee growth-need strength
Core Job Dimensions Critical Psychological State Outcomes .