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Falkné dr. Bánó Klára BGF Külkereskedelmi Főiskolai Kar
[email protected]@t-online.hu
MOTIVATION theories
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What is Motivation?
The study of motivation is about why people behave
in a certain way. Motivation can be described as the
direction and persistence of action.
It is about why people choose a particular course of
action and why they continue with a chosen action
even in the face of difficulties and problems.
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Four common characteristics which underlie the
definition of motivation (Mitchell):
• Motivation - individual phenomenon
• Motivation - intentional
• Motivation is multifaceted – The two most important factors: - what gets people activated (arousal)
- the force of an individual to engage in desired behaviour (direction or
choice of
behaviour)
• The purpose of motivational theories is to predict behaviour.
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Four common characteristics which underlie the
definition of motivation (Mitchell): Motivation is not the behaviour itself, and it is not
performance. Motivation concerns action, and the
internal and external forces which influence a person’s
choice of action.
On the basis of these characteristics:
‘Motivation is the degree to which an individual
wants and chooses to engage in certain specified
behaviours.’
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The underlying concept of motivation
The underlying concept of motivation is some
driving force within individuals by which they
attempt to achieve some goal in order to fulfil
some need or expectation.
This concept gives rise to the basic motivational
model.
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A simplified illustration of the basic motivational model (Mullins)
NEEDS OR EXPECTATIONS
DRIVING FORCE(behaviour or action)result in
DESIRED GOALSto achieve
FULFILMENT which providefeedback
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Motivation is influenced by many variables
People’s behaviour is determined by what motivates them.Their performance is a product of both ability level andmotivation. Motivation is a complex subject, it is a very personal thingand it is influenced by many variables. Individuals have a variety of changing, and oftenconflicting, needs and expectations which they attempt tosatisfy in different ways.
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A useful three-fold classification for the motivation to work:
EconomicRewards
IntrinsicSatisfaction
SocialRelationships
NEEDSAND
EXPECTATIONSAT WORK
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Frustration-induced behaviour
If a person’s motivational driving force is blockedbefore reaching the desired goal, there are Two possible sets of outcomes:• constructive behaviour – positive reaction
1. problem solving 2. restructuring or compromise
• frustration – negative response to the blockage of a desired goal,
results in a defensive form of behaviour
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Frustration – possible reactions
• Aggression – physical or verbal attack on some person or object – displaced aggression-find a scapegoat for the outlet of frustration
• Regression – reverting to a childish or more primitive form of behaviour, e.g. crying, sulking
• Fixation – persisting in a form of behaviour which has no adaptive value, repeating actions with no positive results, e.g. trying a machine again and again which will not work
• Withdrawal – apathy, giving up, e.g. absenteeism
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Forms of frustration-induced behaviours-usually combined
Most forms of frustration-induced
behaviours are a combination of
aggression, regression and fixation.
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An overview of the main theories of work motivation
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Maslow’s hierarchy of needs model
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Needs levels General rewards Organisational factors
Applying Maslow’s need hierarchy
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Herzberg’s two-factor theory
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Relationships among Maslow’s, Alderfer’s and Herzberg’s theories of motivation:
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McClelland’s achievement motivation theory
McClelland identified four main motives:• Achievement motive• Power motive• Affiliative motives• Avoidance motives(These correspond to Maslow’s self actualisation, esteemand love needs.) He saw achievement need as the mostcritical for a country’s economic success and growth.
Managers seem to be higher in achievementmotivation than in affiliation motivation.
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McClelland’s achievement motivation theory (cont.)
Four characteristics of people with a strong
achievement need:
• preference for moderate task difficulty• personal responsibility for performance• need for clear and unambiguous feedback• innovativeness
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High achievers – environmental influences
McClelland’s research has attempted to
understand the characteristics of high achievers.
Strong achievement need is not hereditary but
results from environmental influences.
- training programmes to increase the
achievement motivation of managers
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Process Theories of Motivation
Process theories place emphasis on the actual
process of motivation. They attempt to identify
the relationships among the dynamic variables
which make up motivation, and how behaviour is
initiated, directed and sustained.
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Major approaches in process theories:
• Expectancy-based models –Vroom
Porter and Lawler
• Equity theory - Adams• Goal theory - Locke• Attribution theory - Heider and Kelley
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Expectancy theory
The underlying basis of expectancy theory is thatpeople are influenced by the expected results oftheir actions. Motivation is a function of therelationship between:• effort expended and perceived level of
performance• the expectation that rewards (desired
outcomes) will be related to performance• expectation that rewards are available
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Expectancy theory (cont.)
These relationships determine the strength of the
‘motivational link’.
The choice of behaviour is based on the
expectancy of the most favourable consequences.
Vroom – 3 key variables: 1. valence of outcomes
2. instrumentality
3. expectancy
First-level outcomes – performance related
Second-level outcomes - need related
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What is expectancy?
People develop a perception of the degree of
probability that the choice of a particular action
will lead to the desired outcome.
This is expectancy. – It is the relationship
between a chosen course of action and its
predicted outcome.
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Basic model of expectancy theory
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Equity theory - Adams
Equity theory focuses on people’s feelings
of how fairly they have been treated in
comparison with the treatment received by
others.
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Adams’ equity theory of motivation
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Goal theory - Locke
The basic premise of goal theory is that
people’s goals or intensions play an
important part in determining behaviour.
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Locke’s theory of goal setting