Motivation Theories: Achievement Requires Effort

Chapter 5
Motivation Theories
Achievement requires
effort
What is Motivation?
Motivation
 Forces within the individual forces that
account for the direction, level, and
persistence of a person’s effort expended
at work.
 Direction - an individual’s choice when
presented with a number of possible
alternatives.
 Level - the amount of effort a person puts
forth.
 Persistence - the length of time a person
sticks with a given action.
Copyright © 2012 John Wiley & Sons, Inc. 5-2

What is Motivation?
Types of motivation theories

 Content theories
 Focus on individual needs – that is, physiological
or psychological deficiencies that individuals feel
a compulsion to reduce or eliminate.
 Process theories
 Focus on how cognitive processes as thoughts
and decisions within the minds of people
influence their behavior.

What can We Learn From the Needs
Theories of Motivation?
Maslow’s Hierarchy of Needs Theory

 Identifies five levels of individual needs.
 Assumes that some needs are more

important than others and must be
satisfied before the other needs can serve
as motivators.

Figure 5.1 Higher-order and lower-order needs
in Maslow’s hierarchy of needs.

What can We Learn From the Needs Theories of
Motivation?
Existence: Alderfer’s ERG

Desires for Theory of
physiological and
Motivation
material well-being
Growth: Relatedness:
Desires for Desires for
continued
personal growth
satisfying
and interpersonal
development. relationships

Thematic Apperception Test (T.A.T.)
Premise: We project our unconscious needs
through stories

Acquired needs theory
 Need for achievement (nAch).
 The desire to do something better or more efficiently, to solve
problems, or to master complex tasks.
 Need for affiliation (nAff).

 The desire to establish and maintain friendly and warm relations
with others.
 Need for power (nPower).
 The desire to control others, to influence their behavior, or to be

responsible for others.

What can We Learn from the Needs
Two-Factor Theory
 Identifies two different factors as primary
causes of job satisfaction and job
dissatisfaction.
 Also known as the motivator-hygiene
theory.

Hygiene factors
 Sources of job dissatisfaction found in the
job context or work setting.
 Job dissatisfaction occurs when hygiene
factors are poor.
 Improving the hygiene factors only
decreases job dissatisfaction.

Motivator factors
 Sources of job satisfaction related to job
content.
 Presence or absence of satisfiers or motivators
in people’s jobs is the key to satisfaction,
motivation, and performance.
 Job enrichment is a way of building more
motivator factors into job content.
Sources of dissatisfaction and satisfaction
in Herzberg’s two-factor theory

What is the Equity Theory of
Motivation?
Equity Theory
Any perceived inequity
becomes a motivating state
of mind.
 People are motivated to behave in ways that
restore or maintain equity in situations.
 Foundation of equity is social comparison.

Motivation?
Individual Outcomes Others’ Outcomes

=
Individual Efforts Others’ Efforts

Motivation?
Equity theory prediction:

 Felt Negative inequity.
 Individual feels he/she has received
relatively less than others in proportion to
work inputs.
 Felt Positive inequity.

 Individual feels he/she has received
relatively more than others have.
Motivation?
Equity restoration behaviors.

 Reduce work inputs.
 Change the outcomes received.
 Leave the situation.
 Change the comparison points.
 Psychologically distort things.
 Try to change the efforts of the comparison person.

Motivation?
Organizational justice
 How fair and equitable people view the
practices of their workplace.

What is the Equity Theory of Motivation?
Procedural justice - degree to which the rules and

procedures specified by policies are properly followed.
Distributive justice - degree to which all people are treated
the same under a policy, regardless of race, ethnicity,
gender, age or any other demographic characteristic.
Interactional justice - degree to which the people affected
by a decision are treated with dignity and respect.
Commutative Justice – degree to which exchanges and
transactions among parties is considered free and fair.

What is the Expectancy Theory of
Motivation?
A person’s motivation is a multiplicative

function of expectancy, instrumentality,
and valence (M = E x I x V).

Motivation?
Expectancy
 effort will yield acceptable performance
Instrumentality
 performance will be rewarded
Valence
 value of the rewards is highly positive

Figure 5.3 Victor Vroom’s
Expectancy Theory

Motivation?
Motivational implications of expectancy theory.

 Motivation is sharply reduced when, expectancy,
instrumentality, or valence approach zero or are
negative.
 Motivation is high when expectancy and
instrumentality are high and valence is strongly
positive.

What is the Goal-Setting Theory of
Motivation?
Goal setting
 The process of
developing,
negotiating, and
formalizing the targets
or objectives that a
person is responsible
for accomplishing.

Motivation?
Difficult goals are more likely to lead to

higher performance than are less
difficult ones.
Specific goals are more likely to lead to

higher performance than vague or very
general ones.

Motivation?
Task feedback is likely to motivate

people toward higher performance by
encouraging the setting of higher
performance goals.

Motivation?
Goals are most likely to lead to higher performance

when people have the abilities and the feelings
of self-efficacy required to accomplish them.
Goals are most likely to motivate people toward

higher performance when they are accepted by
the individual, and there is commitment to them.

Motivation?
Management by
Objectives (MBO)
 Process of joint
goal setting
between a
supervisor and a
subordinate.

Figure 5.4: How the management by objectives
process works

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Chapter 5

Copyright © 2012 John Wiley & Sons, Inc. 5-2

Types of motivation theories

Copyright © 2012 John Wiley & Sons, Inc. 5-3

Maslow’s Hierarchy of Needs Theory

 Assumes that some needs are more

Copyright © 2012 John Wiley & Sons, Inc. 5-4

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Existence: Alderfer’s ERG

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 Need for affiliation (nAff).

 Need for power (nPower).

 The desire to control others, to influence their behavior, or to be

Copyright © 2012 John Wiley & Sons, Inc. 5-8

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Individual Outcomes Others’ Outcomes

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Equity theory prediction:

 Felt Positive inequity.

Equity restoration behaviors.

 Change the outcomes received.

 Leave the situation.

 Change the comparison points.

 Psychologically distort things.

 Try to change the efforts of the comparison person.

Copyright © 2012 John Wiley & Sons, Inc. 5-16

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Procedural justice - degree to which the rules and

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A person’s motivation is a multiplicative

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Motivational implications of expectancy theory.

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Difficult goals are more likely to lead to

Specific goals are more likely to lead to

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Task feedback is likely to motivate

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Goals are most likely to lead to higher performance

Goals are most likely to motivate people toward

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