Five critical concepts in Motivation Concepts that can be confused with work motivation. Behavior Performance Ability Situational Constraints Motivation

Need Hierarchy Theory Source of motivation is needs, influencing behavior unconsciously. They are biological. Satisfying needs dominate us. Hierarchy of needs: physiological, safety, social, self-esteem, and self-actualization Proposition: Behavior is determined by unfulfilled needs. Individual systematically starts satisfying needs from basic up the hierarchy. Basic needs take precedence over higher needs.

A person’s I/O = other’s I/O Equity Theory Basis is perception and social comparison not biological origin. Theory states that a person forms a ratio of his inputs to outcomes and compares it with other’s ratio. A person’s I/O = other’s I/O Modes of reducing inequality (table 11-1)

WORK MOTIVATION THEORIES Need Hierarchy Theory Equity Expectancy, Reinforcement Goal Setting

Work Motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration.

Expectancy Theory Job outcomes are things an organization can provide for employee. Valence are the employee’s feelings about the outcomes attractiveness. Instrumentality is the perceived degree of relationship between performance and outcome attainment. Expectancy is the perceived relationship between effort and performance. Force is the amount of effort or pressure within the person to be motivated.

Stimulus - Response - Reward Reinforcement Theory Stimulus - Response - Reward Stimulus is any condition elicits a behavioral response. Response is measure of job performance. Reward is something of value given to the employee on the basis of behavioral response. Contingencies: Fixed interval, fixed ratio, variable interval, variable ratio

Goal-Setting Theory Goals are conscious ideas which regulate a person action. A person tries to attain goals. Goals have two functions; basis for motivation, and direct behavior. Condition induces high motivation; goals are behavioral intention, that channel energies in certain condition, difficult, specified goal, and feedback.

Synthesis of work motivation theories Practices to raise people motivation; Ensure workers’ motive and values are appropriate for their jobs. Make jobs attractive. Define clear, challenging, attainable goals. Effectively facilitating resources. Creating support social environment. Reinforce performance. Harmonize sociotechnical system.

The Application of Motivation Strategies: three main causal factors of behavior; situational constraints, ability, motivation.