Motivation
A psychological process through which unsatisfied wants or needs lead to drives that are aimed at goals or incentives
Intrinsic
A determinant of motivation by which an individual experiences fulfillment through carrying out an activity itself and helping others.
Extrinsic
A determinant of motivation by which the external environment and result of the activity in the form of competition and compensation or incentive plans are of great importance.
Content theories of motivation
Theories that explain work motivation in terms of what arouses, energizes, or initiates employee behavior
Process theories of motivation
Theories that explain work motivation by how employee behavior is initiated, redirected and halted.
Physiological needs
Basic physical needs for water, food, clothing, and shelter
Safety needs
Desires for security, stability, and the absence of pain
Social needs
Desires to interact and affiliate with others and to feel wanted by others
Esteem needs
Needs for power and status
Self-Actualization needs
Desires to reach one's full potential, to become everything one is capable of becoming as a human being
Two-factor theory of motivation
A theory that identifies two sets of factors that influence job satisfaction: hygiene factors and motivators
Motivators
In the two-factor motivation theory, job-content factors such as achievement, recognition, responsibility, advancement, and the work itself
Hygiene factors
In the two-factor motivation theory, job-context variables such as salary, interpersonal relations, technical supervision, working conditions, and company policies and administration.
Job-Context factors
In work motivation, those factors controlled by the organization, such as conditions, hours, earnings, security, benefits, and promotions
job-content factors
In work motivation, those factors internally controlled, such as responsibility, achievement, and the work itself.
Achievement motivation theory
A theory which holds that individuals can have a need to get ahead, to attain success, and to reach objectives
Equity theory
A process theory that focuses on how motivation is affected by people's perception of how fairly they are being treated
Goal-Setting theory
A process theory that focuses on how individuals go about setting goals and responding to them and the overall impact of this process on motivation
Expectancy Theory
A process theory that postulates that motivation is influenced by a person's belief that (a) effort will lead to performance, (b) performance will lead to specific outcomes, and (c) the outcomes will be of value to the individual.
Job design
A job's content, the methods that are used on the job, and the way the job relates to other jobs in the organization
Sociotechnical design
Job designs that blend personnel and technology
Work Centrality
The importance of work in an individual's life relative to other areas of interest
Karoshi
A Japanese term that means "overwork" or "job burnout