Critical Thinking: Case Study - Develop a Motivation Plan

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Content Theories of Motivation

Chapter 6

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Learning Outcomes

After completing this chapter, the student should be able to understand:  The definition of motivation.  The difference between content theories and process

theories of motivation.  Maslow’s Hierarchy of Needs and its criticisms.

 Alderfer’s ERG Theory

 Herzberg’s Two-Factor Theory and how it relates to job design.

 Hackman and Oldham’s Job Characteristic Model.

 McClelland’s Three-Needs Theory

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What Is Motivation?

 The psychological process through which unsatisfied needs or wants lead to drives that are aimed at goals or incentives.

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Content vs. Process Theories of Motivation

 Content theories of motivation  Explain the specific factors that motivate people and

answers the question “what drives behavior?”  Process theories of motivation

 Helps explain how an individual’s behavior is energized, directed, sustained, and stopped.

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Maslow’s Hierarchy of Needs

Reproduced from Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper & Row.

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Criticisms of Maslow’s Hierarchy of Needs

 Lack of evidence that workers have a single dominant need.

 Lack of evidence that a need diminishes in strength when gratified.

 Difficulty explaining individuals who neglect their lower level needs in pursuit of higher level needs (e.g., starving artist).

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Alderfer’s ERG Theory

 Existence refers to an individual’s concern with basic material and physiological existence requirements.

 Relatedness refers to the need for developing and sustaining interpersonal

relationships.  Growth refers to an

individual’s intrinsic need to be creative and to make useful and productive contributions, including personal development with opportunities for personal growth.

Existence

Relatednes sGrowth

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Alderfer vs. Maslow

 Does not require a strict ordering of needs satisfaction  Accounts for differences in need preferences by

individuals  Frustration–regression principle

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Herzberg’s Two-Factor Theory

 People have two sets of needs  Avoidance of unpleasantness  Personal growth

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Herzberg’s Two-Factor Theory

Job Satisfaction

No Job Dissatisfaction

No Job Satisfaction

Job Dissatisfaction

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Herzberg’s Two-Factor Theory

Hygiene Factors Extrinsic (Job Context) Company Policies Administrative Policies Supervision Salary Interpersonal Relations Working Conditions

Motivators Intrinsic (Job Content) Achievement Recognition The work itself Responsibility Advancement

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Herzberg and Job Design

 Herzberg promoted the concept that if the work one does is significant, it will ultimately lead to satisfaction with the work itself.

 Employees will be motivated to do work that they perceive to be significant.

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The Job Characteristics Model of Work Motivation

Reproduced from Hackman, J. R., & Oldham, G. R. (1980). Work redesign (p. 90). Reading, MA: Addison-Wesley.

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McClelland’s Three-Needs Theory

 Three types of motivational needs:

ACHIEVEMENT

POWER AFFILIATION

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Daniel Pink

Autonomy

Mastery

Purpose

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Hackman and Oldman’s Job Characteristic Model

Reproduced from Hackman, J. R., & Oldham, G. R. (1980). Work redesign (p. 90). Reading, MA: Addison-Wesley.

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Comparison of Content Theories of Motivation