1. MOTIVATION
Chapter 13

2. HOW DO HUMANS NEED INFLUENCE MOTIVATION TO
WORK?
 Motivation accounts for the level, direction, and
persistence of effort expanded at work
 Maslow described a hierarchy of needs topped by self-
actualization
 Need – unfulfilled psychosocial or psychological desire
 Lower order needs – physiological, safety and social
needs in Maslow’s hierarchy
 Higher-order needs are esteem and self-actualization
needs in Maslow’s hierarchy

4.  Alderfer’s ERG theory deals with existence, relatedness
and growth needs
 Existence needs – desires for physiological and material
well-being
 Relatedness needs – desires for satisfying interpersonal
relationships
 Growth needs – desires for continued physiological
growth and development

5.  McClelland identified acquired needs for achievement,
power and affiliation
 Need for achievement – desire to do something better, to
solve problems or to master complex tasks
 Need for power – desire to control, influence, or be
responsible for other people
 Need for affiliation – desire to establish and maintain
good relations with people

6.  Hezberg’s two-factor theory focuses on higher-order
need satisfaction
 Satisfier factor – found in job content such as a sense of
achievement, recognition, responsibility, advancement, or
personal growth
 Hygiene factor – found in the job context, such as
working conditions, interpersonal relations, organization
policies, and salary

8.  The Core Characteristics model integrates motivation
and job design
 Job design – allocation of specific work tasks to individual
and groups
 Job enrichment – increases job content by adding work
planning and evaluating duties normally performed by the
supervisor

11. HOW DO THOUGHT PROCESSES AND DECISIONS
AFFECT MOTIVATION TO WORK?
 Equity theory explains how social comparisons motivate
individual behavior
 Perceived negative inequity – discomfort felt over being
harmed by unfair treatment
 Perceived positive inequity – discomfort felt over
benefiting from an unfair treatment

13.  Expectancy theory considers Motivation = Expectancy x
Instrumentality x Valence
 Expectancy – the person’s belief that working hard will
result in high task performance
 Instrumentality – person’s belief that various outcomes
will occur as a task or performance
 Valence – the value a person assigns to work-related
outcomes
 Self-efficacy – person’s belief that they are capable of
performing a task

15.  Goal setting theory shows that well-chosen and well-set
goals can be motivating

16. HOW DOES REINFORCEMENT INFLUENCE
MOTIVATION TO WORK?
 Operant conditioning influences behavior by
controlling its consequences
 Law of effect – states that behavior followed by
pleasant consequences is likely to be repeated;
behavior followed by unpleasant consequences is
not
 Operant conditioning – control of behavior by
manipulating its consequences

18.  Positive reinforcement – strengthens behavior by making a
desirable consequence contingent on its occurrence
 Negative reinforcement - strengthens behavior by making an
avoidance of undesirable consequence contingent on its
occurrence
 Punishment – discourages a behavior by making an
unpleasant consequence contingent on its occurrence
 Extinction – discourages a behavior by making an the removal
of a desirable consequence contingent on its occurrence

19.  Positive reinforcement connects desirable behavior with
pleasant consequences
 Shaping – positive reinforcement of successive
approximations to desired behavior
 Law of contingent reinforcement – deliver the reward only
when desired behavior occurs
 Law of immediate reinforcement – deliver the reward as
soon as possible after the desired behavior occurs

21.  Punishment connects undesirable behavior with
unpleasant consequences