Lecture management a pacific rim focus chapter 12 motivation

CHAPTER 12
MOTIVATION

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

1


Lecture outline
•
•
•
•
•

Nature of motivation
Needs theories
Cognitive theories
Reinforcement theory
Social learning theory

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

2


Nature of motivation
Motivation is the force energising or, giving
direction to, behaviour.
It is a complex interaction of behaviours,
needs, rewards/reinforcement and cognitive

activities.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

3


Nature of motivation

ability X motivation

x

environmental =
performance
conditions

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

4


Needs theories
•
•
•
•

Hierarchy of needs theory (Maslow)
Two-factor theory (Herzberg)

ERG theory (Aldefer)
Acquired needs theory (McClelland)

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

5


Needs theories
Hierarchy of needs theory (Maslow):
• Theory arguing that individual needs form a
five-level hierarchy.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

6


Needs theories
Self-actualisation
Esteem
Belongingness
Safety
Physiological
© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

7


Needs theories

Two-factor theory (Herzberg)
Herzberg’s theory that hygiene factors are
necessary to keep workers from feeling dissatisfied
but, only motivators can lead workers to feel
satisfied and motivated.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

8


Needs theories
Hygiene factors

Motivators

Pay
Working
Conditions
Supervisors
Company
Policies
Fringe
benefits

Achievement
Responsibility
Work itself
Recognition
Growth

Advancement

These factors help prevent
dissatisfaction.

These factors promote
satisfaction.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

9


Needs theories
ERG theory (Aldefer)
Alternative to Maslow’s hierarchy of needs
theory, which argues that there are three
levels of individual needs.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

10


Needs theories
Existence
Existenceneeds
needs
Physiological
Physiological(food,

(food,water)
water)
Pay
Pay
Benefits
Benefits
Working
Workingconditions
conditions

Relatedness
Relatednessneeds
needs
Relationships
Relationshipswith
withfamily,
family,
work
workand
andprofessional
professional
groups
groups

Growth
Growthneeds
needs
Creativity
Creativity
Innovation

Innovation
Productivity
Productivity

Satisfaction-progression
Satisfaction-progression
principle
principle
Frustration-regression
Frustration-regression
principle
principle

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

11


Needs theories
Acquired needs theory (McClelland)
Theory stating that our needs are acquired or
learned on the basis of our life experiences.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

12


Needs theories
Acquired needs theory

Developed
Developed by
by David
DavidMcClelland
McClelland —
—
cites
citesthe
theneed
needfor
for achievement,
achievement,power,
power,
and
and affiliation
affiliationas
asmajor
major motives
motivesin
inwork
work

Need
Needfor
forachievement
achievement —drive
—driveto
toexcel
excel
Need

Needfor
forpower—influence
power—influenceothers
othersbehaviour
behaviour
Need
Needfor
foraffiliation—desire
affiliation—desirefor
for friendly
friendly
and
andclose
closeinterpersonal
interpersonal relationships
relationships
© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

13


Cognitive theories
• Expectancy theory
• Equity theory
• Goal-setting theory

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

14

Cognitive theories
Expectancy theory (Vroom)
Theory arguing that we consider three main
issues (effort-performance, performanceoutcome, valence) before we expend effort
necessary to perform at a given level.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

15


Cognitive theories
• Effort-performance expectancy
Our assessment of the probability our efforts will lead to the
required level of performance.

• Performance-outcome expectancy
Our assessment of the probability our successful
performance will lead to desired outcomes.

• Valence
Our assessment of anticipated value of various outcomes or
rewards.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

16

Cognitive theories
Equity theory (Adams)
Theory arguing that we prefer situations of balance
or, equity.

Implications for managers:
– Communication essential to assess
equity/inequity perceptions in employees.
– Complimentary to Expectancy theory.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

17


Cognitive theories
Goal-setting theory
Goal-setting theory [technique] works by
focussing attention & action, mobilising effort,
increasing persistence, & encouraging the
development of strategy to achieve goals.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

18


Cognitive theories
Reinforcement theory
Theory arguing that our behaviour can be

explained by consequences in the
environment.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

19


Cognitive theories
Types of reinforcement:
• Positive
Uses pleasant, rewarding consequences to encourage desired
behaviour. Use of shaping.

• Negative
(unpleasant) stimuli so an individual will engage in the desired
behaviour to stop the stimuli.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

20


Cognitive theories
Types of reinforcement:
• Extinction
Stopping previously available positive outcomes from a
behaviour to decrease the behaviour.

• Punishment

Providing negative consequences to decrease or discourage
a behaviour.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

21


Reinforcement theory
Fixed
Fixedinterval:
interval:
given
givenon
onfixed
fixedtime
time
schedule.
schedule.Uneven
Uneven
responses,
responses,extinction
extinction
rapid
rapidififreinforcement
reinforcement
late,
late,ororstops
stops
Variable

Variableinterval:
interval:
given
givenon
onvariable
variableoror
random
randomtime
timebasis.
basis.
High,
steady
High, steady
response
responserate,
rate,slow
slow
extinguishment,
extinguishment,
ififstopped
stopped

Fixed
Fixedratio:
ratio:
given
givenafter
afterfixed
fixednumber
number

ofofcases
casesofofdesired
desiredbehaviour.
behaviour.
High
Highresponse
responserates,
rates,rapid
rapid
extinguishment
extinguishmentififstopped
stopped
even
eventemporarily.
temporarily.
Variable
Variableratio:
ratio:
given
givenon
onvariable
variableoror
random
randomfrequency
frequency
ofofbehaviour
behaviourbasis.
basis.
High
Highresponse

responserate,
rate,
very
veryslow
slowextinguishment
extinguishment

Using
Using
reinforcement
reinforcement
theory:
theory:

encourage
encouragedesired
desired
behaviour,
behaviour,be
beclear
clear
on
onwhat
whatisisdesired.
desired.
Use
Usevariable
variableinterval
interval
&&variable

variableratio
ratio
reinforcement.
reinforcement.
Punish
Punishmoderately
moderately
severely
severely&&promptly.
promptly.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

22


Social learning theory
Social learning theory (Bandura)
Theory arguing that learning occurs through
continuous reciprocal interaction of our
behaviours, various personal factors and
environmental forces.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

23


Social learning theory
Learning occurs by continuous interaction

between our behaviours, personal factors and
environmental forces, viz:
• Symbolic processes
• Self-control/regulation
• Vicarious learning.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

24


Lecture summary
• Nature of motivation
– Motivational process
– Motivation & performance.

• Needs theories
–
–
–
–

Hierarchy of needs
Two-factor
ERG
Acquired needs.

© 2003 McGraw-Hill Australia Pty Ltd. PowerPoint

25