Organizational Development: Management Action Plan - Help with filling chart out

Theories

Content and Process

Content Theories deal with “what” motivates people and it is concerned with individual needs and goals.

• Maslow, Alderfer, Herzberg and McCelland studied motivation from a “content” perspective.

Process Theories deal with the “process” of motivation and is concerned with “how” motivation occurs.

• Vroom, Porter & Lawler, Adams and Locke studied motivation from a “process” perspective.

Traditional Motivation Theories MASLOW ALDERFER HERZBERG McCLELLAND

Hierarchy of needs is the most well known theory of motivation. It emphasizes in human being’s five needs: • Physiological • Safety • Social • Esteem • Self-Actualization

ERG Theory

Clayton Alderfer simplified Maslow’s theory by categorizing hierarchy of needs into three categories: • Existence Needs

(1 & 2) • Relatedness

Needs (3) • Growth Needs (4

& 5)

Two-Factor Theory Also called motivation-hygiene theory. Intrinsic Factors – seem to be related to job satisfaction • Advancement • Recognition • Responsibility • Achievement Extrinsic Factors – • Supervision • Pay • Company Policies • Working

conditions

Note: The opposite of satisfaction is not dissatisfaction.

Theory of Needs This theory focuses in three needs: • Achievement • Power • Affiliation High achievers perform best when they perceive their probability of success as 50-50. They like to set goals that require stretching themselves a little.

Traditional Motivation Theories

McGREGOR

Theory X and Y Manager’s view of the nature of human beings is based on certain grouping of assumptions, and the person tends to mold the behavior toward employees according to those assumptions. Theory X – Negative • Dislike work • Need cohersion • Need Control • Threatened with punishment Theory Y – Positive • Work is natural • Self-direction • Self -control

Modern Motivation Theories DECI & RYAN LOCKE BANDURA VROOM

Self-Determination Theory

Edward L. Deci and Richard M. Ryan proposed that people prefer to feel they have control over their actions. Therefore, anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation.

Goal-Setting Theory

Edwin Locke proposed that intentions to work toward a goal are a major source of work motivation. It is a cognitive approach, proposing that an individual’s purposes direct his or her action.

Self-Efficacy Theory

Albert Bandura defined four characteristics: • Enactive Mastery

(gaining relevant experience with the task or job)

• Vicarious modeling (the person is more confident because sees someone else doing the task)

• Verbal Persuasion (the person is more confident knowing that has the skills)

• Arousal (an energized state driving a person to complete the task)

Expectancy Theory

Victor Vroom argued that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The employee will be motivated to exert a high level of effort when he/she believes that effort will lead to a good performance appraisal. A good appraisal will lead to organizational rewards, and the rewards will satisfy his/her personal goals.

Modern Motivation Theories

SKINNER

Reinforcement Theory

BF Skinner stated that individual’s behavior is a function of its consequences. It states that individual’s behavior is a function of its consequences. It is based on “law of effect”, i.e, individual’s behavior with positive consequences tends to be repeated, but individual’s behavior with negative consequences tends not to be repeated.