Higher order needs
-Self-actualisation needs
-Esteem needs
Lower order needs
-Affiliation needs
-Security needs
-Physiological needs
Maslows theory (hypothesis)
-Proposes that a satisfied need is no longer a motivator and that once a need has been satisfied, another need emerges to take its place.
lower-level needs must be satisfied before higher-level needs become strong enough to motivate behaviour; therefore, people are always striving to satisfy some higher need.
Alderfer’s ERG theory
-Existence
-Relatedness
-Growth
Existence
Material and physical desires that are required to survive
Relatedness
Need to have relationships → share thoughts and feelings, belonging
Growth
The need to be productive and change oneself, and progress towards one’s ideal self
McClelland’s theory of learnt needs
-The achievement motive
-The power motive
-The affiliation motive
The achievement motive
focus on goals improving performance, and achieving tangible results
The power motive
want to gain control over people, resources, and the general environment
The affiliation motive
need to make friends, to join groups, and to associate with other people
Three theories that view the job and organisational contexts as important determinants of behaviour are
1.Herzberg’s two-factor theory
- Hackman and Oldham’s job-enrichment theory
- Equity theory
Herzberg’s two-factor theory
-Motivator factors
-Hygiene factors
Motivator factors
referred to as intrinsic or intangible factors, are aspects of the job and organisational contexts that, when present, create positive feelings of satisfaction within individuals
Hygiene factors
referred to as extrinsic or tangible factors, are the non-task characteristics of the work environment, that, if absent, create ‘dissatisfaction’ and if present and acceptable, create ‘no dissatisfaction
Hackman–Oldham job enrichment theory
-Five job characteristics
-Three critical psychological states
-Person and work outcomes
Five job characteristics
-Skill variety
-Task identity
-Task significance
-Autonomy
-Feedback
Three critical psychological states
-Experienced meaningfulness of work
-Experienced responsibility for work outcomes
-Knowledge of actual work results
Personal and work outcomes
-High internal work motivation
-High quality work performance
-High satisfaction with the work
-Low absenteesim and staff turnover
Equity theory
-Internal equity
-External equity
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Chapter 122
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Chapter 1.222
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Chapter 1.316
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Chapter 221
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Chapter 2.223
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Chapter 2.31
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Chapter 420
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Chapter 4.218
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Chapter 722
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Chapter 7.219
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Chapter 7.320
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Chapter 7.423
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Chapter 820
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Chapter 8.221
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Chapter 8.320
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Chapter 8.420
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Chapter 921
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Chapter 9.220
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Chapter 9.322
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Chapter 9.45
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Chapter 1020
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Chapter 10.216
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Chapter 1120
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Chapter 11.220
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Chapter 11.320
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Chapter 11.43
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Chapter 1220
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Chapter 12.220
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Chapter 12.320
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Chapter 12.47
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Chapter 1320
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Chapter 13.220
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Chapter 1420
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Chapter 14.218
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Chapter 1520
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Chapter 15.220
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Chapter 15.37
