1. Motivation
Chapter 5
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2. Learning Objectives Define and understand the nature of motivation
Explain major content and process theories of motivation and how culture influences their application
Discuss how culture influences rewards
Explain how the meaning of work in different countries influences motivation
Consider ways of developing cross-cultural motivation systems
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3. Motivation
The amount of effort that an individual puts into doing something
Willingness to exert high levels of effort towards organizational goals, conditioned by the effort’s ability to satisfy some individual needs
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4. Types of Motivation Theories
Content Theories
What employees want from work or reasons to work
Process Theories
How to get there or alternative ways to get there
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5. Content Theories Maslow’s Hierarchy of Needs
Herzberg’s Motivation-Hygiene Theory
McClelland’s Learned Needs Theory
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6. Maslow’s Hierarchy of Needs
Self-Actualization
Esteem
Affiliation
Safety and Security
Physiological
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7. Critics about Maslow’s Heirarchy
What are some major features of Maslow’s hierarchy of needs?
How this model may be culturally linked?
E.g., How do you interpret the meaning of self-actualization?
Are there significant statistic support domestically or cross-culturally?
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8. Herzberg’s Motivation-Hygiene Theory
Hygiene Factors
Company policy and administration
Supervision
Relationship with supervisor
Work conditions
Salary
Relationships with peers
Security
Motivation Factors
Achievement
Recognition
Interesting work
Responsibility
Advancement
Growth
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9. Critics about Herzberg’s Two-Factor Theory
Job satisfaction versus dissatisfaction
As two separate scales
Research methodology
Contribution to the practical field
Problem solving
Job redesign
Cross-cultural findings
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10. McClelland’s Learned Needs Theory
Need for Achievement
Need for Power
Need for Affiliation
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11. Critics about McClelland’s Three Needs Theory
Role of training and support
Link to effective managers
Cross-cultural findings
China
Japan
Russia
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12. Chinese Social Motivation and Leader Effectiveness
7. Leader fitness for multidimensional development
6. Social altruism
5. Self-actualization to the benefit of collectivity
4. Social awareness
3. Safety with group harmony and family support
2. Work ethics and life goal priority
1. Social Acceptance
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13. Process Theories Reinforcement Theory Goal Setting Theory
Expectancy Theory
Equity Theory
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14. Reinforcement Theory
Giving a reward/reinforcer increases the likelihood a behavior will be repeated
Ignoring behavior increases the likelihood that it will not be repeated
Punishment usually puts an immediate end to a behavior but does not guarantee it will stop in the long run
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15. Goal Setting Theory Higher performance can be achieved by
Setting goals that are specific, rather than vague
Difficult, but achievable, rather than easy or too risky
Giving timely feedback, rather than no or delayed feedback
Effectiveness of theory depends on
Commitment to goal
Self-efficacy
Cultural orientation
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16. The Expectancy Model of Motivation
E P Expectancy
Perceived probability
of successful
performance,
given effort
P O Expectancy
Perceived probability of receiving an outcome, given successful performance
Second-level outcomes,
each with valence
First-level outcomes,
each with valence
Outcome D
Outcome A
(extrinsic)
Outcome E
Effort
Outcome B
(extrinsic)
Performance
Instrumentality
Perceived probability of a first-level outcome leading to a second-level outcome
Outcome C
(intrinsic)
Motivation is expressed as follows:
M = [E ® P] å[(P ® O) (V)]
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17. Equity Theory Outcomes self Outcomes other Inputs self Inputs other
Equity related concepts
Distributive justice versus procedural justice
Comparing with a significant other
Underpaid versus overpaid employees
Rebuilding the equilibrium by behavioral or cognitive adjustment
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18. Equity Related Concepts and Cross-Cultural Findings
Parity- versus equity-based rewards
Chen’s comparative study
Material versus socio-emotional rewards
U.S. versus China
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19. The Meaning of Work Study
Work centrality
Societal norms about working
Entitlement
Obligation
Work goals
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20. Importance of Work Goals
Rank
U.S.
Germany
Japan 1
Interesting work
Good pay
Good match between you and your job 2
Good job security 3
A lot of autonomy 4
Good interpersonal relations
Job security 5
Opportunity to learn
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21. Convergence or Divergence?
Popularity of U.S. business education leads to an emphasis on U.S. motivation theories.
Global corporations desire to develop consistent policies and practices worldwide.
Application of U.S. motivation theories is not equally effective across cultures.
Global corporations need to develop adaptable systems that are consistent and effective in motivating people across cultures.
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22. Implications for Managers
Choosing an universal approach to motivation is virtually impossible.
Process theories appear more promising than content theories.
It is imperative to understand people who work for you in order to develop and implement an appropriate motivation system.
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