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What is Motivation ?degree to which a person wants and chooses to behave in certain ways. What triggers Motivation? Motivation begins with a need, and searches for a way to satisfy it then evaluates that satisfaction.

Theories of Work Motivation

CONTENT THEORIES Focus on the factors that motivate people.

PROCESS THEORIES Focus on the processes that increase or reduce motivation

Content theories are primarily concerned with what specific needs or motives energise people. If you feel hungry (a physiological need), you will feel a compulsion to eliminate or satisfy that need by eatingProcess TheoriesWhy and howSeek to understand the thought processes that take place in the minds of people and that act to motivate behaviour

Content Theories of Motivation

Maslows Hierarchy of Needs

ERG theory is a more valid version of a need hierarchy, by allowing more than one need to be operating simultaneously

ExistenceRelatednessGrowth

Herzberg : Two-factor Theory of MotivationMcClellands Three Needs TheoryNeed for Achievement (nAch)The drive to excel, to achieve in relation to a set of standards, to strive to succeedNeed for Power (nPow)The need to make others behave in a way that they would not have behaved otherwiseNeed for Affiliation (nAff)The desire for friendly and close interpersonal relationships

McGregors Theory X and Theory YTwo distinct views of human beings: Theory X (basically negative) and Theory Y (positive).Managers used a set of assumptions based on their viewThe assumptions molded their behavior toward employees

No empirical evidence to support this theory.7-25 Copyright 2011 Pearson EducationMBO is a systematic way to utilize goal-setting.Corporate goals are broken down into smaller, more specific goals at each level of organization.

Four common ingredients to MBO programs:Goal specificityParticipative decision makingExplicit time periodPerformance feedback

Equity TheoryPeople will bemotivated to the extent that theyperceive equity

Motivation is affected when social comparison in the workplace leaves people feeling that work outcomes are unfair or inequitable:felt negative inequityfelt positive inequity

Felt negative inequity exists when an individual feels that they have received relatively les than others have in proportion to work inputs. Felt positive inequity exists when an individual feels that they have received relatively more than others have.

Employee behaviors to restore equity:

Change inputs (slack off)Change outcomes (increase output)Distort/change perceptions of selfDistort/change perceptions of othersChoose a different referent personLeave the field (quit the job)

Vrooms expectancy theoryIndividuals are viewed as making conscious decisions to allocate their behaviour towards work efforts and to serve self-interests.The three key terms in the theory are:Expectancy Instrumentality Valence Expectancy theory argues that work motivation is determined by individual beliefs about effort-performance relationships.

Instrumentality: The probability that the individual assigns to a level of achieved task performance leading to various work outcomes.Valence: Represents the values that the individual attaches to various work outcomes

expectancy theoryIntegrating process motivation theoriesPredicting work performance and satisfaction

EMPOWERMENT ?the process by which managers delegate power to employees to motivate greater responsibility in balancing the achievement of both personal and organizational goals