Mgt 350 Exam 3 Notes
Chapter 7: * Early theories of motivation:
Hierarchy of needs - Have to satisfy lower needs before you have higher needs. One at a time
Lower order: [physiological -> safety -> social ->] higher order: [esteem -> self-actualization]
Theory X/Y
Theory X - the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform
Theory Y - the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction two-factor theory - a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. * Contemporary theories of motivation:
ERG theory –
There are three groups of core needs
1) Existence - provision of basic material requirements
2) Relatedness - desire for relationships
3) Growth - desire for personal development
Can tap into multiple needs at the same time
McClelland’s Theory of Needs - Achievement, power, and affiliation are three important needs that help explain motivation
Cognitive evaluation theory - Allocating extrinsic rewards for behavior that have been previously intrinsically rewarding tends to decrease overall level of motivation.
Don't give extrinsic motivation to people who are already intrinsic about it self-efficacy theory - "If you think you can, you can"
Way to increase self-efficacy: -Enactive mastery - do the task and see you can do it -Vicarious modeling - you see someone do something and it’s not that hard -Verbal persuasion - someone tells you you have the skills -Arousal - getting them pumped
Goal-setting theory - specific and difficult goals, with feedback, lead to higher performance
Reinforcement theory –
Behavior is a function of its consequences
Reinforced behavior tends to be repeated
You can reinforce verbally or with money or reward
Equity theory - Individual outcomes/individual inputs = others' outcomes/others' input
Expectancy theory - Rewards that you
Hierarchy of needs - Have to satisfy lower needs before you have higher needs. One at a time
Lower order: [physiological -> safety -> social ->] higher order: [esteem -> self-actualization]
Theory X/Y
Theory X - the assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform
Theory Y - the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction two-factor theory - a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. * Contemporary theories of motivation:
ERG theory –
There are three groups of core needs
1) Existence - provision of basic material requirements
2) Relatedness - desire for relationships
3) Growth - desire for personal development
Can tap into multiple needs at the same time
McClelland’s Theory of Needs - Achievement, power, and affiliation are three important needs that help explain motivation
Cognitive evaluation theory - Allocating extrinsic rewards for behavior that have been previously intrinsically rewarding tends to decrease overall level of motivation.
Don't give extrinsic motivation to people who are already intrinsic about it self-efficacy theory - "If you think you can, you can"
Way to increase self-efficacy: -Enactive mastery - do the task and see you can do it -Vicarious modeling - you see someone do something and it’s not that hard -Verbal persuasion - someone tells you you have the skills -Arousal - getting them pumped
Goal-setting theory - specific and difficult goals, with feedback, lead to higher performance
Reinforcement theory –
Behavior is a function of its consequences
Reinforced behavior tends to be repeated
You can reinforce verbally or with money or reward
Equity theory - Individual outcomes/individual inputs = others' outcomes/others' input
Expectancy theory - Rewards that you