Motivation
MAN201: Organizational Behaviour Class 7
vMotivation = (Intensity + Direction + Persistence) → Goal attainment
vIntensity = the concentration and application of effort
vDirection = where or for what purpose the effort is being concentrated
and applied
vPersistence = how long the concentration and application of effort
occurs for, and how much resolve is shown when goal attainment
proves difficult
vThe particular goal to be attained depends on the values, objectives, and
desired outcomes of the particular organization.
vWhether and how the particular goal is attained also consequently affects
subsequent motivation; creating a feedback loop.
Motivation
vMaslow’s Hierarchy of Needs: Our actions are motivated by certain
physiological requirements; represented by a pyramid of needs, with the
most basic needs at the bottom and more complex needs at the top.
vTheory X + Theory Y: People dislike work and must be coerced,
controlled, and directed toward organizational goals (Theory X) or has
intrinsic interest in work and desire to seek responsibility (Theory Y).
vTwo–Factor Theory: There are certain factors in the workplace that
cause job satisfaction while a separate, independent set of factors cause
job dissatisfaction.
vMcLelland’s Theory of Needs: Every person has one of three main
driving motivators: the needs for achievement, affiliation, or power, and
we develop each through our culture and life experiences.
Classical Theories of Motivation
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vJob Engagement Theory: By challenging, supporting, and inspiring employees,
organizations increase the satisfaction and maximize the output of their staff.
vGoal-Setting Theory: Specific and challenging goals along with appropriate
feedback contribute to higher and better task performance.
vSelf-Efficacy Theory: A person’s particular set of beliefs about themselves
determines how well one can execute a plan of action in particular situations.
Modern Theories of Motivation
