Escolar Documentos
Profissional Documentos
Cultura Documentos
Motivation is a psychological process through which unsatisfied wants or needs lead to drives that that are aimed at goals or
incentives
Unsatisfied need
Theories of Motivation
Content Theories
Herzbergs Motivations-Hygiene Factors Mazlows Hierarchy of Needs McClellands Need Theory Alderfer s ERG theory
Process Theories
Equity Theory Expectancy Theory Porter-Lawler Model Locke & Lathams Goal Setting Theory
Safety Physiological
Abraham Maslow : Every person has five basic needs Physiological needs - food, clothing, shelter, and other basic physical
needs
Safety needs - desire for security, stability, and the absence of pain Social needs - need to interact and affiliate with others and the need
Theory X
Dislike and avoid it
Theory Y
As natural as rest or play
Ability to control
Attitude toward responsibility Attitude toward innovation
Must be coerced, controlled, and threatened Avoid it, seek formal direction
Management are not Security valued over ambition, so no desire to the only ones capable do anything new of innovation.
Motivation-Hygiene Theory
Two-Factor Theory
Absent (dissatisfaction) (hygiene factors) Present (no dissatisfaction)
(motivators)
Present (dissatisfaction)
Theory that holds there are two sets of factors that influence
job satisfaction
Motivators Job content factors which include achievement, recognition, responsibility, advancement, and the work itself Produce satisfaction but not dissatisfaction Hygiene factors Job context variables that include salary, interpersonal relations, technical supervision, working conditions, and company policies and administration
Produce dissatisfaction but not satisfaction
McClelland's Theory of Needs Need for achievement The desire to do something better or more efficiently, to solve problems, or to master complex tasks. Personal responsibility Feedback
Need for power The desire to control other persons, to influence their
Vroom s Expect ancy Theory Postulates that motivation is influenced by a persons belief that effort will lead to performance, performance will lead to specific outcomes, and that these outcomes are valued by the individual
Vroom suggests that the motivation to work depends on the relationships between the following three expectancy factors:
Valence
Instrumentality Expectancy
result in a desired level of task performance. Instrumentality: A person's belief that successful task
performance will be followed by rewards and other potential outcomes. Valence: The value a person assigns to possible rewards and other work-related outcomes
Focuses on how individuals go about setting goals and responding to them and the overall impact of this process on motivation Theory has received limited support, especially in collectivist settings and cultures
Set specific, difficult, but achievable goals Provide feedback on goal achievement, preferably self generated
Equity Theory
Focuses on how motivation is affected by peoples perception of how fairly they are being treated Asserts that when people believe that they have