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Perspectives  on  Motivation_201125_193621

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1.Content perspective
- Maslow’s Hierarchy of Needs Theory
- Self-actualization

- Esteem

- Belongingness

- Safety

- Physiological
- Herzberg’s Two-Factor Theory
- Motivating factors

- Hygiene factors
- McClelland’s Acquired Needs Theory
- Need for achievement

- Need for affiliation

- Need for power
2.Process perspective
- Expectancy Theory
- Effort -> performance -> outcome
- Make sure employees are high on all 3 of these elements to have high motivation to perform
- Equity Theory
- Ensure that people perceive there is equity in the organization to be motivated
- Goal Setting Theory
- Goals that are specific and challenging but achievable can motivate employees

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Three Major elements of Expectancy Theory
Expectancy
-the belief that effort will produce performance
Instrumentality
-the belief that performance will give outcomes
Valence
-indicates how far the outcome is attractive

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1.Rewards:Extrinsic reward&Intrinsic reward
2.Major Perspectives on Motivation
i)Content: 3 theories:
Maslow’s hierarchy of needs theory:
Self-actualization

Esteem

Belongingness

Safety

Physiological

Herzberg’s two-factor theory:
Motivating factors

Hygiene factors

McClelland’s acquired needs theory
Need for achievement
Need for affiliation
Need for power
ii)Process perspectives on motivation:
Expectancy theory(Expectancy, Instrumentality, Valence)
Equity theory(how fairly they think they are being treated compared to others)
Goal-setting theory(specific, challenging but achievable, linked to action plans
, effective, feedback enhances goal attainment)
iii)Reinforcement:
Positive Reinforcement(The use of positive consequences to encourage desirable behaviour)
Negative Reinforcement(The removal of unpleasant consequences following a desired behaviour)
Extinction(The withholding or withdrawal of positive rewards for undesirable behaviour)
Punishment(The application of negative consequences to stop or change undesirable behaviour)
iv)Job Design
Job Simplification(reducing the number of tasks)
Job Enlargement(Increasing the number of tasks)
Job Enrichment(Building into a job motivating factors)

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4 Types of reinforcement
Positive reinforcement:
-Encouraging good behavior
Negative reinforcement:
-reward positive work with less negative actions
Extinction:
-removal of rewards
Punishment:
-Negative actions to discourage bad behavior
Job Design
Job simplification:
-Removes tasks for each worker
Job enlargement:
-increase variety by increasing tasks
Job enrichment:
-Insert motivating factors such as responsibility and recognition

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Summary of Chapter 8 25 /11/ 2020 ( Shum Joee）

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Summary of Chapter 8 25 /11/ 2020 ( Shum Joee）

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Acquired needs theory states 3 needs that are motivated in work place , that are
1. needs for achievement
2. need for affiliation
3. need for power.

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Motivation
-a push factor for an individual to complete a task
-two types of rewards: a)extrinsic reward
b)intrinsic reward
Major perspective on motivation
1.content perspective (include 3 theories)
i)Maslow Hierarchy of Needs
ii)Herzberg's two-factor theory
-motivating factors
-hygiene factors
iii)McClelland's acquired needs theory
-need for achievement
-need for affiliation
-need for power

2.Precoess perspective
i)expectancy theory
- expectancy
- instrumentality
-valence
ii)equity theory (*fairness)
iii) goal setting theory

3.Reinforcement perspective (4types)
i)positive reinforcement
ii)negative reinforcement
iii)extinction
iv)punishment

4.Job design
-type of job design
(job simplification, job enlargement, job enrichment)
-5 job characteristics
i) skill variety
ii)task identity
iii)task significance
iv)autonomy
v)feedback

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Major Perspectives on Motivation
1. Content
i)Maslow's Hierarchy of Needs
ii)Herzberg's 2 factors theory (motivating factors, hygiene factors)
iii)McClelland's Acquired Needs Theory (achievement, affiliation, power)
2.Process
i)expectancy theory (expectancy, instrumentality, valence)
ii)equity theory (input, output, comparison)
iii)goal setting theory
3.Reinforcement
i)positive reinforcement
ii)negative reinforcement
iii)extinction
iv)punishment
4.Job Design
i)3job design (job simplification, job enlargement, job enrichment)
ii)5job characteristic (STTAF= skill, task identity, task significance, autonomy, feedback)

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Revised subtopics:
Herzberg's two factors theory
-Motivating factors (factors that associated with job satisfaction)
-Hygiene Factors (factors that associated with job dissatisfaction)

Expectancy theory
-Expectancy (effort lead to performance)
-Instrumentality (what outcome will be received?)
-Valance (how much do you want the rewards?)
-Managers should make sure employees are high on all three elements to achieve higher motivation to perform task

Equity Theory (fairness towards employees)
-the employees should be treated equally to maintain the job satisfaction level
-give rewards based on their performance

Job design (specific tasks on specific workers)
-Job simplification (reduce number of tasks)
-Job enlargement (add similar tasks)
-Job enrichment (give freedom in planning and controlling)

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Revised Topic 8
Herzberg: 2 Factor ----motivating (higher) & hygiene (lower)
3 elements: Expectancy, Instrumentality, Valence
effort will bring good performance,
good performance will have good outcome (record)
3 techniques to make sure workers are most compatible with the work: Job simplication, Job enlargement, Job enrichment.