Theories of Motivation: Maslow, Two Factor, McClelland

Study Notes

Motivation Theories and Motivation in Action

Motivation is the intensity, direction, and persistence of effort a person shows in reaching a goal.
Three key elements of motivation: intensity, direction, and persistence.

Theory X and Theory Y

Theory X: assumes employees dislike work, will attempt to avoid it, and must be coerced, controlled, or threatened with punishment to achieve goals.
Theory Y: assumes employees like work, are creative, seek responsibility, and will exercise self-direction and self-control if they are committed to the objectives.

Intrinsic and Extrinsic Motivators

Intrinsic motivators: a person's internal desire to do something due to interest, challenge, and personal satisfaction.
Extrinsic motivators: motivation that comes from outside the person, including pay, bonuses, and other tangible rewards.

Needs Theories of Motivation

Maslow's Hierarchy of Needs Theory: includes physiological, safety, social, esteem, and self-actualization needs.
Two Factor Theory (Herzberg's Motivation-Hygiene Theory): distinguishes between motivators (intrinsic factors) and hygiene factors (extrinsic factors).
McClelland's Theory of Needs: focuses on the needs for achievement, affiliation, and power.

Maslow's Hierarchy of Needs

Physiological needs: includes hunger, thirst, shelter, sex, and other bodily needs.
Safety needs: includes security and protection from physical and emotional harm.
Social needs: includes affection, belongingness, acceptance, and friendship.
Esteem needs: includes internal esteem factors (self-respect, autonomy, and achievement) and external esteem factors (status, recognition, and attention).
Self-actualization needs: the drive to become what one is capable of becoming, including growth, achieving one's potential, and self-fulfillment.

Two-Factor Theory

Motivators: achievement, recognition, challenging, varied, or interesting work, responsibility, and advancement.
Hygiene factors: company policy and administration, unhappy relationship with employee's supervisor, poor interpersonal relations with peers, and poor working conditions.

Criticisms of Needs Theories

Herzberg's Two-Factor Theory: limited methodology, questionable reliability, and assumed a relationship between satisfaction and productivity that was not measured or demonstrated.

Process Theories of Motivation

Expectancy theory: focuses on the process of motivation.
Goal-setting theory: focuses on setting and achieving specific goals.
Self-efficacy theory: focuses on an individual's confidence in their ability to achieve a goal.
Reinforcement theory: focuses on the consequences of behavior.

Equity and Fairness in the Workplace

Equity and fairness matter in the workplace.
Organizational justice is a refinement of equity theory.
Self-determination theory: applies to intrinsic and extrinsic rewards.

Motivation and Rewards

Variable-pay programs: correspond to employee motivation.
Flexible benefits: impact on employee motivation.
Intrinsic rewards: provide motivational benefits.

Job Characteristics Model

Job characteristics model: motivates employees through job redesign.
Alternative work arrangements: can motivate employees.

Note: The above notes are organized by topic and provide a concise summary of the key concepts and theories related to motivation in the workplace.

Description

Explore the different needs theories of motivation, including Maslow's Hierarchy of Needs Theory, Two Factor Theory, and McClelland's Theory of Needs. Understand how unsatisfied needs can drive motivation and the role of extrinsic motivators like pay and bonuses.