What are the three key elements of motivation?
intensity, direction, and persistence
motivation
accounts for an individual's intensity, direction, and persistence of effort toward attaining a goal
hierarchy of needs theory (Maslow)
1. Physiological
2. safety
3. social
4. esteem
5. self actualization
lower order needs
satisfied externally, such as physiological and safety needs.
higher order needs
satisfied internally, such as social, esteem, and self-actualization needs
self-actualization
the drive to become what you are capable of becoming
Theory X
assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.
Theory Y
assumption that employees like work, are creative, seek responsibility, and can exercise self-direction.
hygiene factors
Factors�such as company policy and administration, supervision, and salary�that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied
Hertzberg's two factor (motivation-hygiene) theory
relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction
McLelland's theory of needs
states achievement, power, and affiliation are three important needs that help explain motivation
need for achievement (nAch)
need for achievement (nAch) The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed
need for power (nPow)
The need to make others behave in a way in which they would not have behaved otherwise.
need for affiliation (nAff)
desire for friendly and close interpersonal relationships
self-determination theory
theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation
cognitive evaluation theory
version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling
self-concordance
The degree to which peoples' reasons for pursuing goals are consistent with their interests and core values
job engagement
The investment of an employee's physical, cognitive, and emotional energies into job performance
goal-setting theory
A theory that says that specific and difficult goals, with feedback, lead to higher performance
MBO (management by objectives)
A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress
self-efficacy theory
An individual's belief that he or she is capable of performing a task
reinforcement theory
says that behavior is a function of its consequences
behaviorism
argues that behavior follows stimuli in a relatively unthinking manner
social-learning theory
argues that behavior follows stimuli in a relatively unthinking manner
self-determination theory
people like to feel in control; motivated when they feel like they have options; also seek positive connections with others and personal competence
cognitive evaluation theory
when people get paid they feel like they have to do it instead of want to and are less motivated
self-concordance
considers how consistent a person's reasons for pursuing their goals is with their interests and core values
job-engagement
the degree to which an employee invests physically, emotionally, and mentally into their job
goal-setting theory
specific and difficult goals, with feedback, lead to higher performance.
management by objectives (MBO)
A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress
self-efficacy theory
the belief that an individual has that he or she is capable of a specific task
reinforcement theory
reinforcement conditions behavior
behaviorism
says that behavior follows stimuli in a relatively unthinking manner (it's automatic)
social-learning theory
we can learn through observation and direct experience
equity theory
individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities
distributive justice
perceived fairness of the amount and allocation of rewards among individual
organizational justice
An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice
procedural justice
The perceived fairness of the process used to determine the distribution of rewards
interactional justice
The perceived degree to which an individual is treated with dignity, concern, and respect
expectancy theory
A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual
effort-performance relationship
The probability perceived by the individual that exerting a given amount of effort will lead to performance
performance-reward relationship
The degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome
rewards-personal goals relationship
The degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual