why people choose certain behavioral options + satisfy their needs + how they evaluate their satisfaction 

– Deficient hygiene factors are not blocking motivation.

–Using job enrichment and redesign of jobs

–Interview findings are subject to different explanations.

–Sample population was not representative.

–Subsequent research has not upheld theory.

people’s satisfaction and dissatisfaction + sets of factors–motivation factors and hygiene factors

- Motivational factors (work content)  satisfaction to no satisfaction.

- Hygiene factors (work environment) dissatisfaction to no dissatisfaction.

•Need for affiliation: human companionship and acceptance

•Need for power: influential in a group and to control one’s environment

–Porter-Lawler Extension of Expectancy Theory

–Equity Theory

- Goal-Setting Theory

–People -> their own behavior.

–Different people = different (needs, desires, and goals)

–People + among alternatives of behaviors in selecting one 
-> a desired outcome.

–Outcomes = an individual is indifferent have zero valences.

- High performance -> rewards and high satisfaction

•Intrinsic rewards = outcomes that are internal to the individual

–Inputs to the job include:

•Time, experience, effort, education, and loyalty

–Outcomes from a job include:

•Pay, recognition, promotions, social relationships, and intrinsic rewards

Incentive pay