Needs Theory - Maslow
Maslow's Pyramid - Five Categories of needs that must be met from bottom to top.
1) Physiological
2) Safety and Security
3)
... [Show More] Belonging and Love
4) Esteem
5) Self-Actualization
Needs Theory - Herzberg
There are two factors affecting behavior. Motivation (intrinsic) and Hygiene (extrinsic). Must satisfy Hygiene first... won't create motivated employees but can remove things that interfere with motivation
Intrinsic factors - challenging work, meaningful impact, recognition
Extrinsic factors - job security, pay, conditions
Needs Theory - McClelland's Three Needs
Individuals are motivated by three desires:
Achievement - drives people to tackle work that produces meaningful results. Appreciate challenge, periodic feedback, a chance of success. May prefer to work alone.
Affiliation - drives people to make social connections & be part of a group. Feedback comes from being liked. May prefer collaboration.
Power - drives people to have/exert control over others. Aimed at creating personal gain, institutional gain. May increase desire for competition.
Everyone has all three needs, but in different proportions.
Needs Theory - Self-Determination
Humans have a desire to grow (intrinsic motivation). Employees motivated by:
Competence - desire to master a task
Relatedness - experience to interact & be part of a group
Autonomy - the need to control own life & destiny
Expectancy Theory - Vroom
An employee's level of effort depends on:
Expectancy - the belief that a chance exists that a certain effort = a certain performance
Instrumentality - the belief that a specific action = a specific outcome or reward
Valence - the strength of desire for an outcome
Attribution Theory - Heider, Weiner, etc.
The way a person interprets the causes for past success or failure is related to the level of motivation. A leader can help employees accurately attribute causes and create opportunities for success.
Three attributions:
Stability - the degree to which a factor changes
Locus of Control - internal or external
Controllability - whether it could be controlled
Four attributional states:
Negative - learned helplessness and aggression
Positive - Empowerment & resilience
Goal Setting Theory
Motivation can be increased by providing employees with goals against which they can assess their achievement. Optimally, employees should be involved in designing goals and supported in achieving their goals. Characteristics of effective goals and goal setting process:
Specific and Clear
Important to Individual - leads to commitment
Realistic but Challenging
Feedback to help employees determine effectiveness [Show Less]