motivational theories..1a

7/30/2019 Motivational Theories..1a

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.Sometimes called as process

theories

.Designed to help us understandthe process involved in peoples

behavior

.Composed of four keys:

Reinforcement theory

Expectancy theory

Equity theory

Goal setting theory


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Based on research of B.F. Skinner(1953),views motivation as learning conditioned to associate behavior with a

consequenceA behavior followed by a reinforcing stimulusresults in an increased probability of that behavior

occurring in the future.

In this theory leaders are mosteffective when they can control oreven manipulate the consequences of a

followers behavior..


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Consequences influencebehavior.

It means that people do

things because they know otherthings will follow.


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1964-recognized that

motivation is more

individualized and

tailored to what

individual employeesexpect from the job itself


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He proposes three variables to accountfor: Expectancy, Instrumentality and

Valence

Expectancy is the belief that increased effort will leadto increased performance

Instrumentality is the belief that if you perform wellthat a valued outcome will be received

Valence is the importance that the individual placesupon the expected outcome.


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expectancy Instrumentality

efforts performance outcome

valence


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Positive valences workers weigh

their option and engage inbehaviorsthat will bring about

desired reward or outcome

Negative valences- workers sees

that certain behaviormight bringabout negative outcome


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David McClelland

1971- recognized that individual

employees have different

motivational needs and thatmanagers could used

information about individual

employees to create amotivating work environment


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3 need categories are:

1. achievementmotivated by taskaccomplishment

-task should be challenging not

routine2. power-more fulfilled by supervisory

roles

3. affiliation-strong need to be liked andto work in an environment that isfriendly towards them and that

involves teamwork


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Calls for a fair balance to be struck between an

employees inputs (hard work, skill level,

tolerance, enthusiasm, etc.) and an employees

outputs (salary, benefits, intangibles such as

recognition)


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Equity Theory VideoClips
http://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Employee%20Motivation_%20Equity%20Theory.mp4.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Employee%20Motivation_%20Equity%20Theory.mp4.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Employee%20Motivation_%20Equity%20Theory.mp4.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Employee%20Motivation_%20Equity%20Theory.mp4.flv


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Suggest that people dont expendeffort rewards or task outcomes,

but to accomplish the goal itself

.specific goals are effective than general goals

.challenging goals leads to higher performance

.rewards are effective only in that theyencourage people to change their goals


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Goal Setting Createsthe Finish Line
http://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Goal%20Setting_%20Creates%20The%20Finish%20Line.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Goal%20Setting_%20Creates%20The%20Finish%20Line.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Goal%20Setting_%20Creates%20The%20Finish%20Line.flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Goal%20Setting_%20Creates%20The%20Finish%20Line.flv


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Maslow Hierarchy of

Needs1970stated that lower order needs ,must be met first before higher

orderSuch as:

Physiological

Safety and securityLove and belongingness

Self esteem

Self actualization

F d i k H b


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Frederick Herzberg

Two-factor or Motivation-

Hygiene theory(Porter et. al,2003)- used widely by

managers to foster a motivating

work environmentHe propositioned that workers has 2sets of needs:

1. Intrinsic (Motivators)2. Extrinsic (Hygiene factors)


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1. Intrinsic needs ( MOTIVATORS)

-growth, advancement, responsibility,

work itself, recognition andachievement

2. Extrinsic needs (HYGIENIC factors)

-security status relationship withsubordinates and peers, personal life,

salary, work conditions, relationshipwith supervisor, supervision, companypolicy, and administration


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It is possible for an employee

to be satisfied intrinsically but

dissatisfied extrinsically

In order to be motivated,employees should be satisfied

both extrinsically andintrinsically


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Motivational

Video
http://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Best%20motivational%20video%20ever%20for%20creative%20people%20and%20startups...flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Best%20motivational%20video%20ever%20for%20creative%20people%20and%20startups...flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Best%20motivational%20video%20ever%20for%20creative%20people%20and%20startups...flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Best%20motivational%20video%20ever%20for%20creative%20people%20and%20startups...flvhttp://localhost/var/www/apps/conversion/releases/20121107221618/tmp/Mgt%20videos/Best%20motivational%20video%20ever%20for%20creative%20people%20and%20startups...flv

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