Maslow’s need hierarchy theory
- Self-actualization
- Esteem
- Social
- Safety
- Physiological
alderfer’s ERG theory
- Existence – similar to Maslow’s basic physiological & safety needs
- Relatedness – social interaction & similar to social needs from Maslow
- Growth – highest deals w/ developing fully & realize one’s potential
schedules of reinforcement
- fixed-interval - passage of specified amt. time
- variable-interval - specified amt. of time, w/ exact time of reinforcement varying
- fixed- ratio - contingent on performance of a fixed # of behaviors
- variable-ratio - (MOST EFFECTIVE) depends on the performance of specified but varying # of behaviors
goal-setting theory
setting of challenging goals and commitment to goals for workers
- various goal-setting programs
Herzberg’s 2-factor theory
job must provide hygienes and motivators
Motivators: job content, when present = satisfaction • Responsibility • Achievement • Recognition • Content of work • Advancement • Growth on job
Hygienes: job context, when absent = dissatisfaction • Company policy & administration • Supervision • Interpersonal relations • Working conditions • Salary
Job enrichment
motivational program that involves redesigning jobs to give workers a greater role in the planning, execution, and evaluation of their work
cognitive theory
know the difference equity theory and expectancy theory
Equity theory of motivation
workers are motivated to keep their work inputs in proportion to their outcomes
emphasizes drives to reduce inequities
Overpayment inequity
Equity theory of motivation
- increase inputs/effort
- Decrease outcomes
- Changing comparison others - No guilt feelings
- Distorting the situation - rationalize
Expectancy Theory
VIE
- Valence - desirability (or undesirability) of a particular outcome to a person
- Instrumentality - perceived relationship between the performance of a particular behavior & likelihood that a certain outcome will result in other words
- Expectancy - perceived relationship between the person’s effort & performance of the behavior
McClelland’s achievement motivation theory
- Need for achievement - very high need for achievement, those who love challenge
- Need for power - status oriented & are more motivated by the chance to gain influence
- Need for affiliation - desire to be liked & accepted by others
→ these are measured by a projective test (aka: Thematic Apperception Test - projective test. Showed a image and asked to tell a story about it…depending how you tell the story shows your needs)
TED TALK
candle problem
Carl Duncher
assessed on time
- group 1: timed, established norms to solve this
-group 2: offered $ rewards
(took 3 1/2 mins longer to finish than group 1)
TED TALK
3 elements
- autonomy - urge to direct our own lives
- mastery - desire to get better of something that matters
- purpose - yearning of something to do larger than ourselves
Reinforcement Theory
Operant conditioning (motivated by consequence) Consequences of behavior reinforcers & punishment
- Application → org behavior modification
- Depends on 3 elements: stimulus, response & reward
- Contingent reward: depends on response (ex. work X hrs = get X money)
- intermittent & Continuous rewards: produce higher performance levels
Basic Principles:
- Positive = desirable for the person
- Negative = avoidance of existing neg. state or condition
- Punishment = (ex. Write ups)
limitations = know when it doesn’t work
motivational trait questionnaire
Measures 6 aspects of “general” motivation
- Desire to learn
- Mastery
- Other referenced goals
- Competitiveness
- Worry
- Emotionality
