Motivation and Emotion Overview

Motivation and Emotion

• Motivation is the internal drive that initiates goal-directed behaviors. It is the push or pull that guides our actions.
• Emotion plays a critical role in motivation by influencing:
  • The strength of motivation.
  • The appraisal process that leads to action.
  • The choice of behavior and its intensity.
  • It is intricately linked to motivation and often complements it.

Extrinsic vs. Intrinsic Motivation

• Extrinsic motivation is driven by external factors, like rewards, punishments, or circumstances.
• Intrinsic motivation stems from internal drivers like satisfaction, accomplishment, and a sense of meaning in the work itself.

Internal Motivational Concepts

• Flow: A state of complete absorption and enjoyment in work, leading to optimal performance and engagement.
• Engagement: A feeling of passionate involvement in one's work, leading to greater commitment and productivity.

Theories of Motivation

• Homeostatic drive theory: This theory explains how our bodies maintain equilibrium by regulating physiological needs like hunger, thirst, and temperature.
• Herzberg’s two-factor theory: Identifies two types of factors influencing job satisfaction:
  • Hygiene factors: Related to the work environment (salary, safety, job security) and prevent dissatisfaction.
  • Motivators: Related to the content of the job (achievement, recognition, responsibility) and lead to satisfaction.
• Job Design: Enhancing job characteristics to increase intrinsic motivation and job satisfaction through:
  • Job rotation
  • Job enlargement
  • Job enrichment
  • Job crafting
• Maslow's Hierarchy of Needs: This theory outlines a hierarchy of needs, starting from basic physiological needs and progressing to self-actualization. Lower-order needs must be met before higher-order needs become motivators.
• Alderfer's ERG Theory: Similar to Maslow, but groups needs into three categories:
  • Existence: Basic needs for survival.
  • Relatedness: Needs for social bonds and connection.
  • Growth: Needs for self-actualization and development.
• McClelland's Needs Theory: Focuses on three needs:
  • Achievement: The desire to excel and succeed.
  • Power: The desire to influence and control others.
  • Affiliation: The desire for belonging and social connection.
• Goal-setting theory: Argues that specific, challenging goals, when accepted and committed to, lead to higher performance than vague or absent goals.
• Behavior modification: Based on the law of effect, it states that behaviors followed by positive consequences are more likely to be repeated.
• Expectancy theory: Motivation is influenced by the individual's belief in:
  • Valence: How much they value the outcome.
  • Instrumentality: Whether their actions will lead to the desired outcome.
  • Expectancy: Whether they can achieve the goal with their effort.
• Equity theory: Individuals compare their inputs and outputs to others in similar situations, leading to motivation when they perceive fairness in the exchange.
• Self-efficacy theory: People's belief in their ability to succeed influences their motivation and performance.
• Cognitive evaluation theory: This theory focuses on the psychological meaning assigned to events in relation to intrinsic motivation.
• McGregor's Theory X and Theory Y: Two contrasting sets of assumptions about workers:
  • Theory X: Assumes employees are lazy and require close supervision.
  • Theory Y: Assumes employees are motivated and self-directed.
• Self-fulfilling prophecy: Managers' expectations about employees can become reality, influencing their behavior and performance.

Impact of Culture

• Different cultures have different values and norms that influence how people perceive work and motivation.
• It is crucial to understand the cultural context of employees to tailor motivation strategies effectively.