Employee Motivation Theories 2025 PDF

Summary

This document outlines various theories of employee motivation, including Self-determination Theory, Maslow's Hierarchy of Needs, and McClelland's Acquired Needs Motivation Theory and others. It explores the key concepts and principles behind each theory, illustrating how they contribute to our understanding of human motivation in the workplace. The document is related to I/O psychology from 2025.

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I/O Psychology 2025 Employee Motivation AB Psychology 3-Cattell I/O Psychology 2025 Jimenez, Macaambac, Nazareth, Togonon, Jamella Ana K...

I/O Psychology 2025 Employee Motivation AB Psychology 3-Cattell I/O Psychology 2025 Jimenez, Macaambac, Nazareth, Togonon, Jamella Ana Katrina Sean John Laiza May AB Psychology 3-Cattell I/O Psychology 2025 Theories of Motivation 1. Self-Determination Theory (SDT) 2. Maslow's Hierarchy Of Needs 3. Korman's Consistency Theory 4. David McLelland Learned Needs Theory 5. Job Characteristics Theory by Hackman and Oldham 6. Clayton Alderfer’s ERG Theory 7. Two-Factor Theory or Dual Structure Theory 8. Equity Theory (Stacy Adams) 9. Goal-Setting Theory (Locke) I/O Psychology 2025 Employee Motivation Industrial psychologists generally define work motivation as the internal force that drives a worker to action as well as the external factors that encourage that action (Locke & Latham, ). I/O Psychology 2025 Self-determination Theory Self-determination theory seeks to explain how being self- determined impacts motivation—that people feel more motivated to take action when they think that what they do will have an effect on the outcome. - Links personality, human motivation, and optimal functioning. It posits that there are two main types of motivation—intrinsic and extrinsic—and that both are powerful forces in shaping who we are and how we behave (Deci & Ryan, 2008). I/O Psychology 2025 Self-determination Theory Extrinsic motivation is a drive to behave in certain ways based on external sources and it results in external rewards (1985). Such sources include grading systems, employee evaluations, awards and accolades, and the respect and admiration of others. I/O Psychology 2025 Self-determination Theory Intrinsic motivation comes from within. There are internal drives that inspire us to behave in certain ways, including our core values, our interests, and our personal sense of morality. Work Preference Inventory (WPI) a designed to assess individual differences in intrinsic and extrinsic motivational orientations. Yields scores on two dimensions of intrinsic motivation (enjoyment, challenge) and two dimensions of extrinsic motivation (compensation, outward orientation). I/O Psychology 2025 Maslow's Hierarchy Of Needs Maslow believed that employees would be motivated by and satisfied with their jobs at any given point in time if certain needs were met. Each level is taken one step at a time, and a higher-level need cannot be reached until a lower-level need is satisfied. Self-Actualization Needs. desire to become the most that one can be Ego Needs. respect, self-esteem, status, recognition, strength, freedom Social needs. friendship, intimacy, family, sense of connection Safety Needs. personal security, employment, resources, health, property Basic Biological Needs. air, water, food, shelter, sleep, clothing, reproduction I/O Psychology 2025 Korman’s Consistency Theory Korman’s theory is based on a two-point premise: a balance notion and a self-image standard. The theory states that workers will engage in, and find satisfying, behaviors that maximize their sense of cognitive balance and will be motivated to perform in a manner consistent with their self-image Three types of Self esteem CHRONIC SELF ESTEEM Chronic self-esteem is seen as "a relatively persistent personality trait that occurs relatively consistently across various situations SITUATIONAL SELF ESTEEM Situational self-esteem refers to how individuals evaluate themselves in specific contexts or situations, which can fluctuate based on circumstances and roles SOCIALLY INFLUENCED SELF ESTEEM Socially influenced self-esteem is a function of others' expectations of one's behavior. When others expect a person to perform well, and communicate this feeling through their words and behavior, it is expected that the person's own feelings of competence will increase. I/O Psychology 2025 David Mclelland’s Acquired Needs Motivation Theory McClelland’s Acquired Needs Motivation Theory says that humans have three types of emotional needs: achievement, power and affiliation. Individuals can have any mix of these needs. Their motivations and behaviors are shaped by the strength and blend of their specific needs. Three types of Emotional Needs ACHIEVEMENT The need for achievement presents itself as an emotional drive towards progressing quickly, delivering tasks, succeeding, attaining high levels of performance and other potentially competitive outcomes. Workplace: Individuals inside a workplace with a high level of emotional need for achievement want to be constantly overcoming challenging, yet achievable, tasks. Three types of Emotinal Needs POWER The need for power presents itself as an emotional drive towards status, influence, control over others and winning. Individuals with a high need for power desire respect and authority over others. Work place: Individuals with a high level of emotional need for power want to be constantly competing with, directing, managing and exerting influence over others. They thrive on winning in competitions with others and the sense of increased status that winning brings them. Three types of Emotional Needs AFFILIATION The need for affiliation presents itself as an emotional drive towards being liked and accepted. Individuals with a high need for affiliation desire having agreeable and collaborative working relationships with others and a harmonious social environment. Workplace: Individuals want to be constantly working in an environment where people feel welcomed, included, harmonious and collaborative. They are often socially perceptive and work towards maintaining effective social relationships and creating positive environments. I/O Psychology Richard Hackman and Greg Oldham Hackman and Oldham refer to the Job Characteristics Model (JCM), developed by Richard J. Hackman and Greg R. Oldham in the 1975. This model focuses on how the design of a job impacts employee motivation and satisfaction. The theory suggests that jobs can be structured in ways that improve employees' internal motivation by Richard Hackman Greg Oldham incorporating certain core job dimensions. I/O Psychology Job Characteristics Theory Skill Variety: The degree to which a job involves different skills and activities. More variety keeps the work interesting. Task Identity: The extent to which a job allows the worker to complete a whole, identifiable piece of work. This makes the job feel more meaningful. Task Significance: How important the job is to others. Jobs that have a significant impact increase motivation. Autonomy: The level of freedom and independence in how the work is done. More autonomy boosts motivation and responsibility. Feedback: The amount of clear, direct information given about job performance. Feedback helps employees know how well they’re doing. I/O Psychology Clayton Paul Aldefers Alderfer introduced the frustration-regression principle, which suggests that if a person is unable to satisfy a higher-level need, they may regress to focusing on a lower-level need that is easier to fulfill.​ This theory is a refinement of Maslow’s Hierarchy of Needs, proposing that human needs can be categorized into three core groups: Existence, Relatedness, and Growth. Alderfer’s model suggests that these needs are not hierarchical but can be pursued simultaneously and may influence each other dynamically. I/O Psychology Three Core Categories (ERG Theory) Existence Needs: These are basic needs related to physical survival and material well-being. They include needs like food, water, safety, and shelter, which correspond to Maslow's physiological and safety needs. Relatedness Needs: These needs involve relationships with others and the desire for social interaction, affection, and belonging. They align with Maslow's social and esteem needs in terms of human connection and recognition from others. Growth Needs: These needs are associated with personal development and self- actualization. They involve the desire for self-improvement, creativity, and achieving one's potential, which is similar to Maslow's self-actualization need. I/O Psychology Two Factor Theory Herberg’s needs theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators. Hygiene Factors Motivators Hygiene factors Refer to job-related elements that result from but do not Pay Responsibility Security Growth involve the job itself (e.g., pay and benefits are consequences Coworkers Challenge of work but do not involve the work itself). Working Stimulation Conditions Independence Company policy Variety Motivators Working Achievement schedule Control Refer to elements of the job that concern the actual duties Supervisors Interesting work performed by the employee (e.g., level of responsibility, amount of job control, employee's interest in work). I/O Psychology Two Factor Theory Maslow ERG Hezberg Self-actualization Growth Motivators Ego Social Relatedness Safety Hygiene Factors Existence Physical I/O Psychology Equity Theory a theory of job satisfaction stating that employees will be satisfied if the ratio of their effort to rewards is similar to that of other employees. Inputs The elements that employees out into their jobs. Output What employees get from their jobs. Input/output ratio The ratio of how much employees believe they put into their jobs and how much they get from their jobs. Organizational justice a theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well. I/O Psychology Goal Setting A method of increasing performance in which employees are given specific performance goals to aim for. To increase the effectiveness of goal setting, feedback should be provided to employees on their progress in reaching their goals (Locke & Latham, 2002; Stajkovic & Luthans, 2003). I/O Psychology Are Employees Rewarded for Achieving Goals? 6 Factors determining the effectiveness of incentive 1. Timing of the incentive 2. Contingency of the consequences 3. Type of incentive used Premack Principle: The idea that reinforcement is relative both within an individual and between individuals. Reinforcement hierarchy: A rank-ordered list of reinforcers for an individual. Financial Rewards Recognition Travel I/O Psychology Are 6 Employees Factors Rewarded determining the for effectiveness Achieving of incentive Goals? 4. Use of individual-based versus group-based incentives Pay for performance: A system in which employees are paid on the basis of how much they individually produce. Merit pay: An incentive plan in which employees receive pay bonuses based on performance appraisal scores. Gainsharing: A group incentive system in which employees are paid a bonus based on improvements in group productivity. - Baseline: The level of productivity before the implementation of a gainsharing plan. 5. Use of positive incentives (rewards) versus negative incentives (punishment) 6. Fairness of the reward system (equity) I/O Psychology Are Employees Expectancy theory Rewarded for Achieving Goals? Expectancy (E): The perceived relationship between the amount of effort an employee puts in and the resulting outcome. Instrumentality (I): The extent to which the outcome of a worker’s performance, if noticed, results in a particular consequence. Valence (V): The extent to which an employee values a particular consequence. Motivation = E (I x V) Internal locus of control The extent to which people believe that they are responsible for and in control of their success or failure in life. References https://dictionary.apa.org/consistency-theory https://www.researchgate.net/publication/232556868_Self- esteem_performance_and_satisfaction_Some_tests_of_a_theory https://worldofwork.io/2019/02/mcclellands-motivation- theory/#:~:text=Key%20Learning%20Points%3A%20McClelland%E2%80%99s %20Acquired%20Needs%20Motivation%20Theory,the%20strength%20and%2 0blend%20of%20their%20specific%20needs I/O Psychology 2025 Thank You Listening! for