Chapter 13

Motivation at Work

Prepared by Joseph Mosca

Monmouth University

Copyright 2012 by Cengage Learning. All rights reserved. 13- 1

 Learning Objectives

1. Describe the basic model of

performance.
2. Discuss motivation and human needs.
3. Identify the basic process models of
motivation and describe an integrative
model of motivation.
4. Describe two other important theories of
motivation.
Copyright 2012 by Cengage Learning. All rights reserved. 13- 2
 What Is Motivation?

Motivation determines how a person will

exert his or her effort.
It represents the forces operating on the
person to exert effort, as well as the
direction in which
the effort will be exerted.

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 Motivation and Needs

Needbased theories focus on what

motivates a person, rather than on how
that motivation occurs.

Hierarchy of Needs: Maslow specifies

five levels of needs that are capable of
motivating behavior: physiological,
security, social, esteem, and self-
actualization.
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 Motivation and Needs Theories

ERG theory : Alderfer identifies three

rather than two levels of needs; it allows
for someone to regress from a higher-level
need to a lower-level need.

Dual factor theory: Herzberg identifies

motivators and hygiene factors as two sets
of conditions at work that can satisfy
needs.
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 Process Theories

Process theories: motivation theories

that focus on how a person becomes
motivated and what they are motivated to
do, rather than on what motivates them.

Reinforcement theory: Skinner proposed

that all behavior is a function if its
consequences.

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 Reinforcement Theories

Extinction refers to the situation where a

behavior is followed by no consequences
and so it is not repeated.

Punishment refers to a situation where a

behavior is followed by negative
consequences and so it is not repeated.

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 Additional Theories

Partial reinforcement: rewarding a

behavior only part of the time
Interval schedules: when behavior is
reinforced as a function of the passage of
time
Ratio schedules: when behavior is
reinforced as a function of how many
times the function occurs

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 Interval Schedules

Fixed Interval
schedules: schedules
where the amount of time
that must pass before a
reward is given is
constant over time
Variable interval
schedules: schedules
where the amount of time
that must pass before a
reward is given can
change from one reward
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 Ratio Schedules

Fixed ratio schedules: schedules where

the number of times a behavior must occur
before it is rewarded remains constant over
time
Variable ratio schedules: ratio schedules
where the number of times a behavior must
occur before it is rewarded changes over
time.

Copyright 2012 by Cengage Learning. All rights reserved. 13- 10

 Expectancy Theory

Expectancy Theory or VIE theory is a

fairly complex process theory of motivation
that casts the employee in the role of
decision maker.
Basically, an employee decides whether or
not to exert effort depending on the outcomes
he or she anticipates receiving for those
efforts, based on calculations made
concerning expectations, instrumentalities,
valences, and the links among these three
components.
Copyright 2012 by Cengage Learning. All rights reserved. 13- 11
 The Link Between Effort and Performance

Effort-to-performance expectancy is the

persons perception of the probability that an
increase in effort will result in an increase in
performance.
Performance-to-outcomes expectancy
is the persons perception of the probability that
improved performance will lead to certain
outcomes.
Valence is the attractiveness or
unattractiveness an outcome has for a person
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 Equity Theory

Equity theory is concerned with a

persons perceived inputs to a (work)
setting and the outcomes they receive
from that setting.

The theory suggests that everyone

calculates the ratio of inputs to outcomes,
almost the way one would consider a
return on any investment.
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 The Goal Theory

Goal theory is based on

the premise that people
with goals work harder
than people without
goals.
Beyond that, the theory
suggests that not all
goals are created equal,
and that goals which are
difficult and yet specific
and concrete will motivate
employees best.
Copyright 2012 by Cengage Learning. All rights reserved. 13- 14
 Agency Theory

Agency theory is concerned with the

diverse interests and goals held by the
organizations stakeholders, including its
employees and managers, and the
methods through which the organizations
reward system can be used to align these
diverse interests and goals.

Copyright 2012 by Cengage Learning. All rights reserved. 13- 15