Motivation
|BASIC MOTIVATION CONCEPTS |
LEARNING OBJECTIVES
After studying this chapter, students should be able to:
1. Outline the motivation process.
2. Describe Maslow’s need hierarchy.
3. Contrast Theory X and Theory Y.
4. Differentiate motivators from hygiene factors.
5. List the characteristics that high achievers prefer in a job.
6. Summarize the types of goals that increase performance.
7. State the impact of under-rewarding employees.
8. Clarify the key relationships in expectancy theory.
9. Explain how the contemporary theories of motivation complement each other.
CHAPTER OVERVIEW
The theories we have discussed in this chapter address different outcome variables. Some, for instance, are directed at explaining turnover, while others emphasize productivity. The theories also differ in their predictive strength. In this section, we 1) review the key motivation theories to determine their relevance in explaining our dependent variables, and 2) assess the predictive power of each.
Need theories. We introduced four theories that focused on needs. These were Maslow’s hierarchy, two-factor, ERG, and McClelland’s needs theories. The strongest of these is probably the last, particularly regarding the relationship between achievement and productivity. If the other three have any value at all, that value relates to explaining and predicting job satisfaction.
Goal-setting theory. There is little dispute that clear and difficult goals lead to higher levels of employee productivity. This evidence leads us to conclude that goal-setting theory provides one of the more powerful explanations of this dependent variable. The theory, however, does not address absenteeism, turnover, or satisfaction.
Reinforcement theory. This theory has an impressive record for predicting factors like quality and quantity of work, persistence of
LEARNING OBJECTIVES
After studying this chapter, students should be able to:
1. Outline the motivation process.
2. Describe Maslow’s need hierarchy.
3. Contrast Theory X and Theory Y.
4. Differentiate motivators from hygiene factors.
5. List the characteristics that high achievers prefer in a job.
6. Summarize the types of goals that increase performance.
7. State the impact of under-rewarding employees.
8. Clarify the key relationships in expectancy theory.
9. Explain how the contemporary theories of motivation complement each other.
CHAPTER OVERVIEW
The theories we have discussed in this chapter address different outcome variables. Some, for instance, are directed at explaining turnover, while others emphasize productivity. The theories also differ in their predictive strength. In this section, we 1) review the key motivation theories to determine their relevance in explaining our dependent variables, and 2) assess the predictive power of each.
Need theories. We introduced four theories that focused on needs. These were Maslow’s hierarchy, two-factor, ERG, and McClelland’s needs theories. The strongest of these is probably the last, particularly regarding the relationship between achievement and productivity. If the other three have any value at all, that value relates to explaining and predicting job satisfaction.
Goal-setting theory. There is little dispute that clear and difficult goals lead to higher levels of employee productivity. This evidence leads us to conclude that goal-setting theory provides one of the more powerful explanations of this dependent variable. The theory, however, does not address absenteeism, turnover, or satisfaction.
Reinforcement theory. This theory has an impressive record for predicting factors like quality and quantity of work, persistence of