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Examples of “Classic” Theories of Work Motivation (Mobilization?)

Examples of “Classic” Theories of Work Motivation (Mobilization?). Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Aldefer’s ERG Theory. Process theories Expectancy Goal Setting Equity. Ways of categorizing these theories.

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Examples of “Classic” Theories of Work Motivation (Mobilization?)

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  1. Examples of “Classic” Theories of Work Motivation (Mobilization?) Needs theories • Maslow’s hierarchy of needs • Herzberg’s two factor theory • Aldefer’s ERG Theory Process theories • Expectancy • Goal Setting • Equity

  2. Ways of categorizing these theories • Content theories (fix the individual) • More internally focused: Try to explain the internal factors (such as needs) in human beings that may lead someone to be motivated or de-motivated • Process theories (address the situation) • More externally focused: Try to explain the external or contextual factors and processes that may lead someone to be motivated or de-motivated

  3. Maslow’s Need Theory Little empirical support Self Esteem Social Safety Physiological Chapter 6

  4. Aldefer’s ERG Theory Similar to Maslow’s needs hierarchy model BUT three (3) categories instead of five (5) and doesn’t argue that people could move up (fulfilment progression) or down (frustration regression) the needs hierarchy EXISTENCENEEDS RELATEDNESSNEEDS EXISTENCE NEEDS Material needs which are satisfied by the environment ie food, water, pay, fringe benefits and working conditions Involve relationships with ‘significant; others eg co-workers, superiors, subordinates, family and friends Development of whatever abilities and capabilities are important to the individual Most concrete Least concrete

  5. Questionnaire What’s important to you at work?

  6. Contrasting Views of Satisfaction and Dissatisfaction Traditional view Satisfaction Dissatisfaction Herzberg's “two factor” view Motivators Satisfaction No satisfaction Hygiene Factors No dissatisfaction Dissatisfaction

  7. Herzberg’s Two-Factor Theory • Links motivation and job satisfaction—with the idea that people seek satisfaction • Two factors • Hygiene factors • Motivators • Hygiene factors • When present they do not motivate, but when absent they de-motivate • Motivators • Things that truly do motivate

  8. Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation Herzberg’s Two-Factor Theory Motivational Factors Hygiene Factors • Achievement • Career advancement • Personal growth • Job interest • Recognition • Responsibility • Company policies • Quality of supervision • Relations with others • Personal life • Rate of pay • Job security • Working conditions

  9. Herzberg says: “If they will give you the money, take it.”

  10. Herzberg Self-Actualisation Motivators Esteem Social Safety Hygiene Factors Physiological Needs Theories Maslow

  11. McClelland’s Acquired Needs • Need for Achievement • is the desire to do something better, to solve problems, or to master complex tasks. • Need for Power • is the desire to control, influence, or be responsible for other people. • Need for Affiliation • Is the desire to establish and maintain good relations with other people.

  12. A comparison of content theories

  13. How Expectancy (Process) Theory Works Your prof offers you $1 million if you memorize the textbook by tomorrow morning. Expectancy Instrumentality Valence Rewards - Personal Goals Link Effort - Performance Link Performance - Rewards Link No matter how much effort Your tutor does not look There are a lot of wonderful things you put in, probably not possible like someone who has S1 million you could do with $1 million to memorize the text in 24 hours E=0 I=0 V=1 Conclusion: Though you value the reward, you will not be motivated to do this task.

  14. Goal Setting (Process) Theory Goals Specific Difficult Accepted Effects on Person Directs attention Energises Encourages persistency New strategies developed Performance Feedback

  15. Equity Theory • Explains how social comparisons can motivate individual behavior • Any perceived inequities will motivate us to behave in a manner that will change them • Wants and Gets in balance

  16. ELI the motivator FIX THE JOB AND YOU JUST MIGHT HAVE BETTER WORK OUTCOMES GIVE SOMEONE A BAD JOB AND THEY WILL LIVE UP TO YOUR EXPECTATIONS (BFI = one person garbage crew)

  17. Hackman & Oldham’s Job Characteristics Model Critical psychological states Personal and work outcomes Core job dimensions 5 DIMENSIONS 3 STATES MANY OUTCOMES

  18. Core Job Dimensions • Core Job Dimensions • Skill variety • Task identity • Task significance • Autonomy • Feedback • Motivating Potential Score (MPS) Skill + Task + Task variety identity significance X Autonomy X FB MPS = 3

  19. Hackman & Oldham’s Job Characteristics Model Core Job Dimensions Critical Psychological State Outcomes . Skill variety Experienced High internal Task identity meaningfulness motivation Task significance of the work High-quality performance Autonomy Experienced responsibility High satisfaction for outcomes Feedback Knowledge of results Low absenteeism & turnover Employee growth-need strength

  20. Improving Job Design • Job Enlargement - horizontal loading • Job Enrichment - vertical loading • Job Rotation - cross-training • Team-based designs

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