individual experiences fulfillment through carrying out an activity and helping others
intrinsic
external environment and result of the activity in the form of competition and compensation or incentive plans are of great importance
extrinsic
motivation process is universal, culture influences the specific content and goals pursued, specific needs and goals can be different between two cultures
universalist assumption
explain work motivation in terms of what arouses, energizes, or initiates employee behavior
content theories
explain work motivation by how employee behavior is initiated, redirected, and halted
process theories
formulated by herzberg, identifies two sets of factors that influence job satisfaction, motivators and hygiene factors
two factor theory of motivation
job content factors that ensure satisfaction, achievement, recognition, responsibility, advancement, and the work itself
motivators
job-context variables that lead to dissatisfaction when they are not taken care of, salary, interpersonal relations, technical supervision, working conditions
hygiene factors
holds that individuals can have a need to get ahead, attain success, and reach objectives, states that need for achievement is learned
achievement motivation theory
focuses on how individuals set goals and respond to them and overall impact of this process on motivation
goal-setting theory
focuses on how motivation is affected by peoples perception of how fairly they are being treated
equity theory
postulates that motivate is influenced by a persons belief that effort will lead to performance, performance will lead to specific outcomes, and outcomes will be of value to the individual
expectancy theory
jobs content, the methods that are used on the job, and the way the job relates to other jobs relates to other jobs in the organization
job design
job designs that blend personnel and technology, goal to integrate new technology into the workplace so that workers accept and use it to increase overall productivity
sociotechnical designs
importance of work in an individual’s life relative to other areas of interest
work centrality
workers are paid directly for their output
individual incentive based pay systems
employees earn individual bonuses based on how well the organization achieves certain goals
organizational incentive based pay systems
