Organizational Behavior and Management Sixth Edition lvanceyich Matteson
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved
CHAPTER 4 Motivation desCribe the three distinct components of motivation .DENtIiFY the need levels in Maslows hierarchy EXPLAIN Alderfer's ERG Theory. COMPARE motivators and hygiene factors dIscUSs the factors that reflect a high need for achievement define the key terms in expectancy theory oDISTINGUISH between inputs and outputs in equity theory DENTIFY the key steps in goal setting describe the concept of the psychological contract
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4 C H A P T E R Motivation ⚫DESCRIBE the three distinct components of motivation. ⚫IDENTIFY the need levels in Maslow’s hierarchy. ⚫EXPLAIN Alderfer’s ERG Theory. ⚫COMPARE motivators and hygiene factors. ⚫DISCUSS the factors that reflect a high need for achievement. ⚫DEFINE the key terms in expectancy theory. ⚫DISTINGUISH between inputs and outputs in equity theory. ⚫IDENTIFY the key steps in goal setting. ⚫DESCRIBE the concept of the psychological contract
4-3 Components of Motivation Direction the choice of what to do MNWAON Intensity the strength of esponse Persistence er of staying power behavior Mcgraw-hillarwin Copyright@ 2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-3 Components of Motivation the choice of what to do the strength of the response staying power of behavior
4-4 The Motivation Process Needs refer to deficiencies an individual experiences at a particular time Physiological Psychological Sociological Needs Needs Needs (Food, Water)(Self-Esteem)(Social Interaction) Mcgraw-hillarwin Copyright@ 2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-4 The Motivation Process Needs refer to deficiencies an individual experiences at a particular time. Physiological Needs (Food, Water) Psychological Needs (Self-Esteem) Sociological Needs (Social Interaction)
4-5 Content Approaches MASLOWS THEORY Needs are arranged and sa的sed通 a tetrarchy Self-Actualization Needs Esteem needs Love and Belongingness Needs Safety and Security Needs Physiological Needs Mcgraw-hillarwin Copyright @2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-5 Content Approaches Physiological Needs Safety and Security Needs Esteem Needs Love and Belongingness Needs Self-Actualization Needs MASLOW’S THEORY (Needs are arranged and satisfied in a hierarchy)
4-6 Content Approaches Maslows Alderfer's Hierarchy ERG Self-Actualization Needs Growth needs Esteem Needs ove and Relatedness needs Belongingness needs Safety and Security needs Existence Needs Physiological Needs Mcgraw-hillarwin Copyright @2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-6 Content Approaches Physiological Needs Safety and Security Needs Esteem Needs Love and Belongingness Needs Self-Actualization Needs Maslow’s Hierarchy Existence Needs Growth Needs Relatedness Needs Alderfer’s ERG
4-7 Content Approaches HERZBERGS TWO-FACTOR THEORY Dissatisfiers or Hygie ene factors Extrinsic Conditions or Job context Dissatisifed Not dissatisifed Satisfiers or Motivator Factors Intrinsic conditions or Job content Not Satisifed Satisifed Mcgraw-hillarwin Copyright @2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-7 Content Approaches HERZBERG’S TWO-FACTOR THEORY Dissatisfiers or Hygiene Factors Extrinsic Conditions or Job Context Dissatisifed Not Dissatisifed Satisfiers or Motivator Factors Intrinsic Conditions or Job Content Not Satisifed Satisifed
4-8 Content Approaches MCCLELLANDS LEARNED NEEDS THEORY Need for Affiliation (n Aff) High n ach Reflects desires to interact socially Factors Need for Achievement Takes on (n Ach) responsibility Encourages challenging goal setting Sets goals and Need for power takes risks Desires feedback (n Pow) Concerns with influencing others Mcgraw-hillarwin Copyright o 2002 by The McGraw-Hill Companies, Inc. All/its reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-8 Content Approaches MCCLELLAND’S LEARNED NEEDS THEORY Need for Power (n Pow) Concerns with influencing others Need for Affiliation (n Aff) Reflects desires to interact socially Need for Achievement (n Ach) Encourages challenging goal setting •Takes on responsibility •Sets goals and takes risks •Desires feedback High n Ach Factors
4-9 Process Approaches: Expectancy Theory First-level outcomes Instrumentality Those associated with doing Strength of belief that first- the job itself and include level outcomes are Productivity, absenteeism associated with second turnover. and quality of level outcomes production Valence Second-level Outcomes Preference for certain e Those events that the first outcomes level outcomes are likely to produce like Expectancy Merit pay Increases, group Perceived chance of an outcome occurring because acceptance or rejection of behavior promotion, and termination Megraw-Hilllarwin Copyright o 2002 by The McGraw-Hill Companies, Inc, All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-9 Process Approaches: Expectancy Theory First-level outcomes ⚫ Those associated with doing the job itself and include ⚫ Productivity, absenteeism, turnover, and quality of production Second-level Outcomes ⚫ Those events that the firstlevel outcomes are likely to produce like ⚫ Merit pay increases, group acceptance or rejection, promotion, and termination Instrumentality ⚫ Strength of belief that firstlevel outcomes are associated with secondlevel outcomes Valence ⚫ Preference for certain outcomes Expectancy ⚫ Perceived chance of an outcome occurring because of behavior
4-10 Process Approaches: Equity Theory The Equity Theory suggests that employees are motivated by a desire to be equitably(fairly)treated at work Person Comparison Other Result INPUTS INPUTS OUTPUTS OUTPUTS EQUITY NPUS < INPUT OUTPUTS OUTPUS INEQUITY Ⅰ NPUTS OUTPUTS S OUTPUTS INEQUITY Mcgraw-hillarwin Copyright o 2002 by The McGraw-Hill Companes, Inc. All rg/ts reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 4-10 Process Approaches: Equity Theory The Equity Theory suggests that employees are motivated by a desire to be equitably (fairly) treated at work. INPUTS OUTPUTS = INPUTS OUTPUTS INPUTS OUTPUTS INPUTS OUTPUTS Person Comparison Other Result EQUITY INEQUITY INEQUITY
