Chapter 4 Motivation

Question 1

Strands of motivation theory:

Answer 1

1) Satisfaction Theories: “The satisfied worker is a productive worker”
2) Incentive Theories: “Specific rewards encourage good performance”
3) Intrinsic Theories: “The reward will come from the satisfaction in the work itself.”

Question 2

The problem with motivation theories:

Answer 2

• Satisfaction Theories (conditions of work count): There is little evidence that a satisfied worker actually works harder. At least satisfaction correlates with health.
• Incentive Theories - the carrot approach (rewards count): Depending on culture. Hard to measure.
• Intrinsic Theories (higher human needs count): Technology works against it.

Question 3

Underlying Assumptions

Answer 3

1) The rational economic assumption. Economic needs!
2) The social assumption. Identity from relationships!
3) The self-actualizing assumption. Innate maturity!
4) The complex assumption. We are so variable!
5) The psychological assumption. People strive towards “ideal ego”!

Question 4

Motivation Calculus

Answer 4

Needs -> E-Factors -> Results

E-Factors: Effort, Energy, Excitement, Expenditure

Question 5

Maslow’s Insight

Answer 5

1. Physiological needs
2. Safety needs
3. Social needs
4. Esteem needs
5. Self-actualisation

Question 6

Herzberg’s Two Factor Theory (1959):

Hygiene Factors and Motivators:

Answer 6

1) Factors that dissatisfy: Hygiene or Maintenance factors. Conditions of work (policy, administration, salary, relations, physical conditions.
2) Factors that satisfy, called Motivators. Achievement, recognition, work itself, responsibility, advancement, equity.

1) Satisfying and dissatisfying factors are not the opposite.
2) Hygiene factors do not motivate. Good hygiene answers the question: Why work here?
Motivators deal with Why work harder?

Question 7

McGregor’s X-Y Theories

Answer 7

X

• people need close supervision
• will avoid work when possible
• will avoid responsibility
• that they desire only money
• people must be pushed to perform

Y

• people want independence in work
• people seek responsibility
• people are motivated by self-fulfillment
• people naturally want to work
• people will drive themselves to perform

Question 8

Different Professional Orientations:

Answer 8

• Realistic : Concrete Goals
• Intellectual : Creativity
• Social : Interpersonal Skills
• Conventional : Administration
• Enterprising : Leadership
• Artistic : Intuition and Imagination

Question 9

The Psychological Contract

Answer 9

• Coercive contracts: “Rule and Punishment” Conformity. Individual deprived of identity.
• Calculative contracts: Management controls access to “desired things”
• Co-operative contracts: Individual identifies with the goals of the organization.

Question 10

Money as Motivating Agent:

Answer 10

• Money is all-embracing – Money is bad but the things money signals, and buys, are all right.
• Money is the basis for comparison – It is unique as motivation agent in that in can be measured.
• Money as reinforcement – Regular pay comes to be perceived as a work condition.

Question 11

A Preliminary Conclusion:

Answer 11

• Motivation is a process that largely works within people as they are.
• Existing theories on motivation are helpful but far from being able to explain our raison d’être.
• We generally see ourselves as different – departing from a unique self-concept.

Question 12

The self-concept:

Answer 12

• Relies largely on our selection of models in life.
• Rarely formed without trauma – adolescence is a difficult time.
• Heavily influenced by ‘reference groups’, media.
• Peer group pressure often extremely powerful.
• The tendency is to fix on a self-concept and unconsciously seek confirmation.

Question 13

What can change our Self-Concept, or Ego-Ideal:

Answer 13

• Traumatic experiences.
• A sabbatical, or major educational program.
• A stay in hospital.
• A prison term.

Question 14

Enhancing One’s Self-Concept –The Search for Psychological Success

Answer 14

1) The goal is relevant to our self-concept.
2) We set challenging goals for ourselves.
3) We determine our own methods forachieving that goal.

Question 15

Conditions for Psychological Failure:

Answer 15

• Can stem from the urge to protect one’s selfconcept.
• Generally leads to a lowering of goals. Failure breeds failure.
• The person accustomed to failure tends to quit while he/she is ahead, for fear of success

Question 16

David McClelland’s Needs Theory (1987):

Answer 16

• Need for affiliation: High in “ineffective helpers”. Low in high-achievers.
• Need for power: Some degree of it is necessary. Can lead to authoritarianism, but if combined with need for achievement will lead to success.
• Need for achievement: The individual’s affinity for responsibility and calculated risks.