1. MOTIVATION PART 1: CONTENT THEORIES
Lecture 6
MOTIVATION PART 1:
CONTENT THEORIES

2. Class Overview Lecture -
introduction to motivation
content theories of motivation
Video ABC News: “Joys and risks of the daddy track” (5 mins)

3. The Nature of Motivation
Motive: the source or cause of goal directed behavior
Motivation: The direction, intensity and duration of goal directed behavior
Motivation is a complex phenomenon
Motives cannot be directly observed
Some motives are dynamic, they disappear after they are satisfied
Some motives remain active even when original goal is attained

4. Need Theories of Motivation
Focus upon the internal causes of behavior
Describe the ‘content’ of motivation
Three approaches:
Murray’s Thematic Apperception Test (TAT)
The McClelland Studies
Maslow’s hierarchy of needs

5. Murray’s Thematic Apperception Test
A test designed to uncover people’s dominant needs
Respondents are shown a series of pictures and asked to create stories
Murray found people’s stories reflect their dominant needs
Establishes the presence and strength of various needs

6. The McClelland Studies
An application of Murray’s approach that applies directly to the work context
McClelland used story telling to study dominant needs focusing only on a limited set of needs:
The need for Achievement
The need for Affiliation
The need for Power

7. The McClelland Studies (cont.)
Need for Achievement (n.ach.):
preference for risks, responsibility, specific feedback, and intrinsic rewards (satisfaction) rather than money
Need for Affiliation (n.aff.)
warm and friendly in relationships, and may avoid confrontation
Need for Power (n.p.)
preference for control and domination of their environment, including others

8. Findings from the McClelland Studies
Dominant n.ach. Associated with high performance levels and executive success
Different patterns of needs are related to success in different settings:
high n.ach, a moderate n.p, and a low n.aff. Predicts success for non-technical managers but not technical managers
Dominant high n.ach. is not appropriate for every job

9. Maslow’s Hierarchy of Needs
Abraham Maslow
categorized needs
deficiency needs
growth needs
recognized their rational order
lower (deficiency) needs associated with essential survival
higher (growth) needs associated with personal development

10. Maslow’s Hierarchy

11. Maslow’s Hierarchy of Needs (cont.)
Prepotency: May occur if a lower level need regains dominance
Needs typically emerge gradually, and are partially satisfied

12. Complete Hierarchy
Physiological needs: Food, water, sleep, oxygen, warmth, freedom from pain; most basic level
Safety needs: Relate to obtaining a secure environment in which an individual is free from threats; e.g. job tenure, savings accounts, insurance policies

13. Complete Hierarchy (cont.)
Social needs: Needs for affection, love, sexual expression
Esteem needs: Concern for self-respect and esteem of others
Self-actualization needs: Desire for fulfillment in terms of parenting, athletics, artistic success, occupational success

14. Criticisms of Maslow’s Work
Maslow’s research was based upon the study of neurotic patients
The hierarchy may not be consistent for all individuals
It is hard to identify self-actualized people

15. Herzberg’s Two Factor Theory
Hertzberg proposes two completely separate sets of factors,
Hygiene factors, whose absence leads to dissatisfaction
Motivators/Satisfiers whose presence leads to feelings of satisfaction

16. Herzberg’s Two Factor Theory (cont.)
Hygiene Factors: Stemmed from the context in which the job was performed, e.g. job security, company policies, interpersonal relations, working conditions
Motivator Factors: Pertained to the content of the job; e.g. career advancement, recognition, achievement, sense of responsibility

17. Herzberg’s Two Factor Theory (cont.)
Absence of hygiene factors results in dissatisfaction
Presence of hygiene factors leads to a neutral state - i.e. feelings of “no dissatisfaction”
Absence of motivator factors results in a neutral state - i.e. feelings of “no satisfaction”
Presence of motivator factors results in feelings of satisfaction

18. Herzberg’s Two Factor Theory (cont.)
Conclusion:
it takes more than money to motivate
what are some non-monetary rewards that might motivate you?
Criticism:
categories are unclear e.g. salary

19. Summary We now understand what motivation is
Content theories of motivation focus upon the motivating factors that drive us
needs are internal motivators
rewards are external motivators that satisfy internal needs