Human resource exam
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MotivatingEmployeesChapter8Part2ilearn.ppsx
Motivating Employees
Compensation programs must motivate individual employees to work; however, they rarely succeed when they base motivation solely on monetary rewards.
Motivation theories fall into two principal types:
Content theories
Inherent traits of humans
Process theories
How environments can be built to motivate others
Content Theories
Content theories propose that all people are motivated by certain common needs; the most common are the following:
Economic Man Theory
Maslow’s Hierarchy of Needs Theory
Alderfer’s ERG Theory
Herzberg’s Two-Factor Theory
McClellands’s N-Achievement Theory
Economic Man and Maslow’s Hierarchy of Needs
The Economic Man Theory holds the idea that money is the only important goal for which people work
Maslow’s Hierarchy of Needs
Economic Man and Maslow’s Hierarchy of Needs
The Economic Man Theory holds the idea that money is the only important goal for which people work
Maslow’s Hierarchy of Needs
Alderfer’s ERG Theory
Alderfer’s ERG Theory agrees with Maslow
individuals have basic needs that could be arranged in order of priority
there are basic distinctions among those needs
those needs need to be classified
Alderfer divides them into three categories
Existence Relatedness Growth
Alderfer’s ERG Theory
Alderfer’s ERG Theory agrees with Maslow
individuals have basic needs that could be arranged in order of priority
there are basic distinctions among those needs
those needs need to be classified
Alderfer divides them into three categories
Existence Relatedness Growth
Herzberg’s Two-Factor Theory
Employees have two needs
Hygiene factors
factors that are expected by employees, and therefore cannot lead to satisfaction
Extrinsic rewards
Motivating factors
factors that lead to satisfaction and can drive performance
Intrinsic rewards
Herzberg’s Two-Factor Theory
Employees have two needs
Hygiene factors
factors that are expected by employees, and therefore cannot lead to satisfaction
Extrinsic rewards
Motivating factors
factors that lead to satisfaction and can drive performance
Intrinsic rewards
McClelland’s N- Achievement Theory
Contends people have three needs
Need for achievement
Usually good managers
Need for power
Usually good leaders
Need for affiliation
Usually do well in jobs with high levels of social interaction or where interpersonal skills are valued
McClelland’s N- Achievement Theory
Contends people have three needs
Need for achievement
Usually good managers
Need for power
Usually good leaders
Need for affiliation
Usually do well in jobs with high levels of social interaction or where interpersonal skills are valued
Process Theories
Used to explain how employees can be motivated to work
Exectancy theory
Equity theory
Goal setting theory
Reinforcement theory
Expectancy Theory
Contends that motivation is related to an individual’s perception of three factors
Expectancy
The probability that effort will lead to performance
Instrumentality
The probability that performance will lead to certain outcomes
Valence
The value attached to each outcome
Expectancy Theory
Contends that motivation is related to an individual’s perception of three factors
Expectancy
The probability that effort will lead to performance
Instrumentality
The probability that performance will lead to certain outcomes
Valence
The value attached to each outcome
Equity Theory
Does employee believe he/she is being fairly treated in comparison to another person perceived as being in the same position
Assumes all employees ask:
What do I receive in return for what I give
What do others receive in return for what they give
Equity Theory
Does employee believe he/she is being fairly treated in comparison to another person perceived as being in the same position
Assumes all employees ask:
What do I receive in return for what I give
What do others receive in return for what they give
Goal Setting Theory
States setting specific goals motivates better performance
The following factors are needed to bring higher levels of performance from specific and challenging goals
Ability
Goal Commitment
Feedback
Goal Setting Theory
States setting specific goals motivates better performance
The following factors are needed to bring higher levels of performance from specific and challenging goals
Ability
Goal Commitment
Feedback
Reinforcement Theory
Assumes people are conditioned to respond to stimuli
Leads to four possible managerial actions in response to employee behavior
Positive reinforcement
Negative reinforcement
Extinction
Punishment
Reinforcement Theory
Assumes people are conditioned to respond to stimuli
Leads to four possible managerial actions in response to employee behavior
Positive reinforcement
Negative reinforcement
Extinction
Punishment
