Organisational Behaviour: Motivational Theories - Maslow & Skinner
PBSA 812
Organisational Behaviour
Motivational Theory
Maslow & Skinner
23 February 2013
1
Index:
•
Executive Summary
1. A Critical Comparison of Maslow’s Theory of Motivation with Skinner’s
Reinforcement Theory in the South African Context
2. A Critical Evaluation of the similarities and differences of the
Reinforcement Theory and Expectancy Theory in the South African
Context
3. Encouraging Effective Performance through a Reward System by applying the Motivational Theories
2
Executive Summary
Maslow’s Hierarchy of Needs and Skinner’s Reinforcement Theory for motivation has been widely criticized, but still forms the basis of most motivation theories to understand human behaviour. Seen in the South African context with the wide range of cultural diversity, the application of these theories can cause uncertain labour relations in the working place.
The Reinforcement Theory and Expectancy Theory for motivating employees work on a reward system for motivating performance. The reinforcement theory determines how a person will behave in a specific situation and is in practice not recognized as a motivational model. The expectancy theory set specific goals to motivate a person with a certain outcome or reward.
By making use of either the Expectancy or Goal Setting model, employees are given a specific set of goals to encourage motivation and increase performance.
When the performance goals are met a certain reward or outcome will follow.
3
1. A Critical Comparison of Maslow’s Theory of Motivation with Skinner’s
Reinforcement Theory in the South African Context
Maslow’s Theory of Motivation
Abraham Maslow’s hierarchy of needs can be described as one of the most wellknown motivation theory’s (Robbins, et al., 2009:145). The Hierarchy of Needs
Comprise of five categories of needs.
Most critiques have dismissed the hierarchy of needs as a motivational theory
(McShane & Von Glinow, 2010:136). One of the
Organisational Behaviour
Motivational Theory
Maslow & Skinner
23 February 2013
1
Index:
•
Executive Summary
1. A Critical Comparison of Maslow’s Theory of Motivation with Skinner’s
Reinforcement Theory in the South African Context
2. A Critical Evaluation of the similarities and differences of the
Reinforcement Theory and Expectancy Theory in the South African
Context
3. Encouraging Effective Performance through a Reward System by applying the Motivational Theories
2
Executive Summary
Maslow’s Hierarchy of Needs and Skinner’s Reinforcement Theory for motivation has been widely criticized, but still forms the basis of most motivation theories to understand human behaviour. Seen in the South African context with the wide range of cultural diversity, the application of these theories can cause uncertain labour relations in the working place.
The Reinforcement Theory and Expectancy Theory for motivating employees work on a reward system for motivating performance. The reinforcement theory determines how a person will behave in a specific situation and is in practice not recognized as a motivational model. The expectancy theory set specific goals to motivate a person with a certain outcome or reward.
By making use of either the Expectancy or Goal Setting model, employees are given a specific set of goals to encourage motivation and increase performance.
When the performance goals are met a certain reward or outcome will follow.
3
1. A Critical Comparison of Maslow’s Theory of Motivation with Skinner’s
Reinforcement Theory in the South African Context
Maslow’s Theory of Motivation
Abraham Maslow’s hierarchy of needs can be described as one of the most wellknown motivation theory’s (Robbins, et al., 2009:145). The Hierarchy of Needs
Comprise of five categories of needs.
Most critiques have dismissed the hierarchy of needs as a motivational theory
(McShane & Von Glinow, 2010:136). One of the
References: Kreitner, R. & Kinicki, A. 2010. Organisational Behavior. 9th ed. New York: McGraw-Hill/Irwin. Mann, I. 2002. Managing with Intent. Cape Town: Zebra Press McLeod, S.A McShane, S.L. & Von Glinow, M.A. 2010. Organisational Behaviour: emerging knowledge and practice for the real world Robbins, S.P., Judge, T.A., Odendaal, A. 2009. Organisational Behaviour: global and southern african perspectives Werner, A., Bagriam, J., Cunningham, P., Potgieter, T., Viedge, C. 2007.