Podcast
Questions and Answers
What defines the primary focus of content theories of motivation?
What defines the primary focus of content theories of motivation?
According to Maslow’s Hierarchy of Needs, which need must be satisfied before higher ordered needs can be pursued?
According to Maslow’s Hierarchy of Needs, which need must be satisfied before higher ordered needs can be pursued?
In the Existence-Relatedness-Growth Theory, what happens when a need is constantly frustrated?
In the Existence-Relatedness-Growth Theory, what happens when a need is constantly frustrated?
What is primarily emphasized in McClelland’s Achievement Theory?
What is primarily emphasized in McClelland’s Achievement Theory?
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What are common causes of demotivation mentioned in the content?
What are common causes of demotivation mentioned in the content?
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Which of the following accurately describes the relationship between hygiene factors and motivators according to the Two-Factor Theory?
Which of the following accurately describes the relationship between hygiene factors and motivators according to the Two-Factor Theory?
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In McGregor's Theory X, what is the underlying assumption about employee motivation?
In McGregor's Theory X, what is the underlying assumption about employee motivation?
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Which of the following factors is NOT included in the hygiene factors of Herzberg's Two-Factor Theory?
Which of the following factors is NOT included in the hygiene factors of Herzberg's Two-Factor Theory?
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According to Expectancy Theory, which of the following equations accurately expresses the relationship between motivation, expectancy, instrumentality, and valence?
According to Expectancy Theory, which of the following equations accurately expresses the relationship between motivation, expectancy, instrumentality, and valence?
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What does Equity/Justice Theory emphasize in the context of employee motivation?
What does Equity/Justice Theory emphasize in the context of employee motivation?
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Study Notes
Motivation
- Motivation is a set of processes activating, directing, and sustaining behavior towards goal achievement
- Motivational drivers include: interesting work, achievement, self-development, variety, social contact, and rewards
- Causes of demotivation include: repetitive work, low pay, long hours, poor communication, and lack of responsibility
Maslow's Hierarchy of Needs
- Maslow's Hierarchy of Needs (1943) explains motivation by the fulfillment of various levels of needs
- Physiological needs (shelter, survival)
- Safety needs (protection, security)
- Social needs (belonging, loving, interacting)
- Esteem needs (self-esteem, self-worth, value)
- Self-actualization needs (desire for self-fulfillment)
- Needs that are met no longer motivate, higher needs become important after lower needs are satisfied.
- The hierarchy isn't always straightforward in the workplace.
Existence-Relatedness-Growth Theory
- Existence-Relatedness-Growth Theory (Alderfer 1969) reduces Maslow's hierarchy to three needs:
- Existence (physiological, safety)
- Relatedness (social)
- Growth (esteem, self-actualization)
- Motivation can be driven by the fulfillment of needs (progression) or thwarted by frustrations (regression)
McClelland's Achievement Theory
- McClelland's Achievement Theory (1960) focuses on individual needs and their impact on work preferences.
- Need for Achievement: desire for challenging tasks, responsibilities, and efficient task completion.
Two-Factor Theory (Herzberg)
- Two-Factor Theory (Herzberg): Investigated factors related to job satisfaction and dissatisfaction.
- Motivators (achievement, recognition, work, responsibility, advancement, growth) contribute to satisfaction
- Hygiene factors (company policy, supervision, salary, work relationships, status, security) cause dissatisfaction when absent but don't contribute to satisfaction when present.
Process Theories of Motivation
- These theories are more complex, pragmatic, and contemplater.
- Theory X: Employees are lazy, dislike work, need direction. Managers are autocratic.
- Theory Y: Employees like work, are self-motivated, and want responsibility. Managers are democratic.
Expectancy Theory
- Expectancy Theory (Vroom 1964): Focuses on outcomes rather than needs.
- Motivation = Expectancy × Instrumentality × Valence
- Expectancy: probability of effort leading to performance
- Instrumentality: probability of performance leading to rewards
- Valence: value placed on the reward
Equity/Justice Theory
- Equity/Justice Theory (Adams): Inputs and outcomes are compared to referents
- Inequity can lead to negative motivational responses. Positive inequity has less impact.
Motivation and the Design of Work
- Task Specialization: Breaking down jobs into simple, repetitive, measurable tasks.
- Job Enlargement: broadening job scope and increasing variety.
- Job Enrichment: focus on vertical extension, increasing meaningfulness, responsibility and feedback.
Quality of Working Life (QWL) and High-Performance Work Design
- QWL: Employee engagement and decision-making in organisations
- High-performance work design.
- Links employee contributions to group performance.
- Promotes teamwork, quality consciousness, and flexibility.
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Description
This quiz explores key concepts in motivation, including Maslow's Hierarchy of Needs and Alderfer's Existence-Relatedness-Growth Theory. Understand how different motivational drivers can impact goal achievement and employee satisfaction. Dive into the causes of demotivation to grasp the complexities of human motivation.
