Notes

Describe the three key elements of motivation?
Intensity: How hard a person tries
Direction: Where effort is channelled
Persistence: How long effort is maintained
Intrinsic Motivators A person’s internal desire to do something
Extrinsic Motivators Motivation that comes from outside the person

Evaluate the applicability of early theories of motivation:
Physiological: Includes hunger, thirst, shelter, sex, and other bodily needs
Safety: Includes security and protection from physical & emotional harm
Social: Includes affection, belonging, acceptance, and friendship
Esteem : internal esteem factors: self-respect, autonomy, achievement and external esteem factors: status, recognition, and attention
Self-actualization: The drive to become what one is capable of becoming which Includes growth, achieving one’s potential, and self-fulfillment
Sources of satisfaction for Motivators : content of work Achievement Recognition Responsibility Advancement Growth
Sources of dissatisfaction Hygiene factors: context of work Company policy and administration Unhappy relationship with employee’s supervisor Poor interpersonal relations with one’s peers Poor working conditions
Need for achievement :The drive to excel, to achieve in relation to a set of standards, to strive to succeed
Need for power: The need to make others behave in a way that they would not have behaved otherwise
Need for affiliation: The desire for friendly and close interpersonal relationships
Maslow: Argues that lower-order needs must be satisfied before one progresses to higher-order needs.
Herzberg: Motivators lead to satisfaction. Hygiene factors must be met if person is not to be dissatisfied. However, they will not lead to satisfaction.
Alderfer: More than one need can be important at the same time. If a higher-order need is not being met, the desire to satisfy a lower-level need increases.
McClelland’s: People vary in the types of needs they have. Their motivation and how well they perform in a work situation are related to whether they have a need for achievement, affiliation, or power.

Apply the Key tenets of expectancy theory to motivating employees
Expectancy theory: Individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

Reinforcement Theory:
Positive reinforcement: Following a response with something pleasant.
Negative reinforcement: Following a response by the termination or withdrawal of something unpleasant.
Punishment: Causing an unpleasant condition in an attempt to eliminate an undesirable behaviour.
The Consequences Of Reinforcement: Behavior changes depending on which Reinforcement you've used if you used Positive/Negative i is likely to be repeated but the punishment is less likely to be repeated.

Self-Determination Theory: People prefer to feel they have control over their actions
If a previously enjoyed task feels more like an obligation than a freely chosen activity, it will undermine motivation.
Much research on self-determination theory in OB has focused on cognitive evaluation theory.

Global Implications:
Needs Theories :Theories align with Canadian and US cultures, but not all
Goal Setting: Setting specific, difficult, individual goals may have different effects in different cultures.
Equity Theory and Fairness: Equity means different things to different cultures
Intrinsic and Extrinsic Motivation :Cultural differences in manager’s perception of employee motivation.
Cross-Cultural Consistencies :Don’t assume that there are no cross-cultural consistencies

Four Key Rewards to Increase Intrinsic Motivation
Sense of choice Sense of competence Sense of meaningfulness Sense of progress