Chapter Six Motivational Needs and Processes McGraw-Hill/Irwin © 2008 The McGraw-Hill Companies, Inc All rights reserved Learning Objectives • Define motivation • Identify the primary, general, and secondary needs • Discuss the major content theories of work motivation • Explain the major process theories of work motivation • Present the contemporary equity and organizational justice theories • Analyze work motivation across cultures Introduction • Motivation is a basic psychological process – Many of today’s organizational behavior theorists “think it is important for the field to reemphasize behavior.” Meaning of Motivation • Motivation is a process that starts with a physiological or psychological deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive – Human motives are variously called physiological, biological, unlearned, or primary Primary Motives • A must be unlearned and must be physiologically based • People develop different appetites for the various physiological motives because people have the same basic physiological makeup General Motives • A motive must be unlearned but not physiologically based – Curiosity, manipulation, and activity motives • Not allowing these types of motives to be expressed and fulfilled may have serious consequences – Affection motive • Adds importance in the study of human behavior and organizational behavior Examples of Key Secondary Motives Secondary Motives Continued • Power motive – Adler’s concepts of inferiority complex and compensation • Achievement motive – Moderate risk taking – Need for immediate feedback – Satisfaction with accomplishments – Preoccupation with the task Secondary Motives Continued • Affiliation motive – Is sometimes equated with social motives and/or group dynamics • Security motive – Conscious – Unconscious but greatly influential • Status motive – Relative ranking Secondary Motives Continued • Intrinsic versus extrinsic motives – Extrinsic motives are tangible and visible to others – Intrinsic motives are internally generated – Cognitive evaluation theory suggests a more intricate relationship Content Theories of Work Motivation Continued • Herzberg’s two-factor theory of motivation (continued) – Relation to Maslow’s need hierarchy • Closely related – Contribution to work motivation • New light on the content of work motivation – Critical analysis of Herzberg’s theory • Academic perspective: The theory oversimplifies the complexities of work motivation Content Theories of Work Motivation Continued • Alderfer’s ERG Theory – Three groups of core needs: • Existence • Relatedness • Growth – Approach adds the term frustrationregression Content Theories of Work Motivation Continued • Relationship between the three theories Process Theories of Work Motivation • Vroom’s expectancy theory of motivation Process Theories of Work Motivation • Vroom’s expectancy theory of motivation (continued) – Meaning of the variables • Valance, instrumentality, and expectancy – Implications of the Vroom model for organizational behavior – Importance of the Vroom model Process Theories of Work Motivation Continued • Porter-Lawler model Process Theories of Work Motivation Continued • Porter-Lawler model (continued) – Implications for practice • Attempts to be more applications oriented – Contributions to work motivation • Helps overcome barriers such as ability, practicality, interdependence, and ambiguity Contemporary Theories of Work Motivation • Equity theory of work motivation – Equity occurs when – Equity as an explanation of work motivation • “Striving” to restore equity – Research support for equity in workplace • Fairly supportive Contemporary Theories of Work Motivation Continued • Relationship between equity theory and organizational justice – Distributive justice – Procedural justice – Interactional justice Contemporary Theories of Work Motivation Continued • Attribution theory Contemporary Theories of Work Motivation Continued • Attribution theory (continued) – Overview of the theory – Locus of control attributions • Organizational symbolism – Other attributions – Attribution errors • Fundamental attribution error • Self-serving bias Contemporary Theories of Work Motivation Continued • Other work motivation theories – Control theory • Cognitive phenomenon relating to the degree that individuals perceive they are in control – Agency theory • Interests of principals and agents diverge or may be in conflict with one another Motivation Across Cultures • Meaning of work across cultures – Should be considered before beginning any assessment of the nature of motivation • Motivational differences across cultures – Role of religion – Role of uncertainty avoidance – Role of power distance – Other cultural dimensions Motivation Across Cultures Continued • Do motivation theories and approaches hold across cultures? – Key to understanding motivation in an international context • Explore the basic meaning of work • Recognize the cultural dimensions that contribute to possible differences in motives • Account for potential new ways to apply the motivation theories and approaches Questions ... contemporary equity and organizational justice theories • Analyze work motivation across cultures Introduction • Motivation is a basic psychological process – Many of today’s organizational behavior theorists... have serious consequences – Affection motive • Adds importance in the study of human behavior and organizational behavior Examples of Key Secondary Motives Secondary Motives Continued • Power motive... the field to reemphasize behavior. ” Meaning of Motivation • Motivation is a process that starts with a physiological or psychological deficiency or need that activates a behavior or a drive that