Motivation: Understanding Primary and Secondary Motives

1. Motivation

2. The Meaning of Motivation

3. Primary Motives Human motives are variously called physiological, biological, unlearned, or primary. Two criteria must be met in order for a motive to be included in the primary classification: It must be unlearned, and it must be physiologically based. Even though the brain pathways will be developed in different ways and people develop different appetites for the various physiological motives, they will all have essentially the same primary needs.

4. General Motives • The Curiosity, Manipulation, and Activity Motives • The Affection Motive

5. Secondary Motives • The Power Motive • The Achievement Motive • Moderate Risk Taking • Need for Immediate Feedback • Satisfaction with Accomplishments • Preoccupation with the Task

6. Secondary Motives (Continued) • The Affiliation Motive • The Security Motive • The Status Motive • Intrinsic versus Extrinsic Motives

7. Work-Motivation Approaches

8. The Content Theoriesof Work Motivation • Maslow’s Hierarchy of Needs • Herzberg’s Two-Factor Theory of Motivation • Relation to Maslow’s Need Hierarchy • Contribution to Work Motivation • Critical Analysis of Herzberg’s Theory • Alderfer’s ERG Theory

9. The Content Theoriesof Work Motivation (Continued)

10. The Content Theoriesof Work Motivation (Continued)

11. The Content Theoriesof Work Motivation (Continued)

12. Herzberg’s Two-Factor Theory Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain • maintenance factor • contributes to employee’s feeling not dissatisfied • contributes to absence of complaints

13. Herzberg’s Two-Factor Theory Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain • maintenance factor • contributes to employee’s feeling not dissatisfied • contributes to absence of complaints

14. Herzberg’s Two-Factor Theory Motivation Factor – work condition related to the satisfaction of the need for psychological growth • job enrichment • leads to superior performance & effort

15. Motivation factors increase job satisfaction • Company policy and administration • Supervision • Interpersonal relations • Working conditions • Salary • Status • Security • Achievement • Achievement recognition • Work itself • Responsibility • Advancement • Growth • Salary? Hygiene factors avoid job dissatisfaction Motivation–Hygiene Theory of Motivation

16. Motivation–Hygiene Combinations (Motivation = M, Hygiene = H)

17. Questions on Herzberg’s Theory • Is salary a hygiene or a motivational factor? • What role do individual differences (age, sex, social status, education) play? • What role do intrinsic job factors (work flow process) play?

18. The Content Theoriesof Work Motivation (Continued)

19. The Process Theoriesof Work Motivation • Vroom’s Expectancy Theory of Motivation • Meaning of the Variables • Implications of the Vroom Model for Organizational Behavior • Importance of the Vroom Model

20. The Process Theoriesof Work Motivation (Continued)

21. The Process Theoriesof Work Motivation (Continued) • The Porter-Lawler Model • Implications for Practice • Contributions to Work Motivation

22. The Process Theoriesof Work Motivation (Continued)

23. Motivational Theories X and Y • Theory X • A set of assumptions of how to manage individuals who are motivated by lower order needs • Theory Y • A set of assumptions of how to manage individuals who are motivated by higher order needs

24. Theory Y – a set of assumptions of how to manage individuals motivated by higher order needs SA Esteem Love (Social) Theory X – a set of assumptions of how to manage individuals motivated by lower order needs Physiological Theories Applied to Needs Hierarchy Safety and Security

25. McGregor’s Assumptions About People Based on Theory X • Naturally indolent • Lack ambition, dislike responsibility, and prefer to be led • Inherently self-centered and indifferent to organizational needs • Naturally resistant to change • Gullible, not bright, ready dupes

26. McGregor’s Assumptions About People Based on Theory Y • Passive and resistant behaviors not inherent; result of organizational experience • People possess • Motivation • Development potential • Capacity for assuming responsibility • Readiness to direct behavior toward organizational goals

27. McGregor’s Assumptions About People Based on Theory Y Management’s task—arrange conditions and operational methods so people can achieve their own goals by directing efforts to organizational goals

28. 3 Motivational Need Theories Maslow Alderfer McClelland McGregor Need for Achievement Self-actualization Theory Y Growth Esteem self interpersonal Higher Order Needs Need for Power Belongingness(social and love) Need for Affiliation Relatedness Safety and Security interpersonal physical Theory X Lower Order Needs Existence Physiological