Exam 3 Content Theories of Motivation Maslow s Hierarchy of Needs Maslow believed that human beings were motivated to satisfy five different categories of needs and their needs are arranged in the form of a hierarchy Maslow believed that humans were motivated to fulfill the lowest unsatisfied need in the hierarchy Once a need is satisfied according to Maslow it s no longer motivational Physiological Food Water Shelter Safety Security Stability Peace Social Friendship Affection Acceptance Esteem Recognition Respect Responsibility SelfActualization Creativity Independence Self Expression Research on Maslow s Hierarchy of Needs Research has only found 2 3 needs that motivate behavior rather than the 5 proposed by Maslow Everyone does not climb the hierarchy in the same progression Satisfied needs can still motivate an employee s behavior Application of Maslow s Hiearchy of Needs Not every employee is motivated by the same needs As a result a manager must tailor the reward the motivation to fit the individual Alderfer s ERG Theory This theory is a reformulation and extension of Maslow s Hierarchy of Needs It reworks Maslow s to be more consistent with the research on motivation Instead of five needs this theory proposes three needs and it believes that a satisfied need can still motivate behavior Existence Relatedness Growth Herzberg s 2 Factor Theory This theory is really a theory of job satisfaction more than it is a theory of motivation Traditionally job satisfaction and job dissatisfaction were opposites but Herzberg broke away from this view He also believed that the factors that caused an employee to be satisfied were different from the ones that caused them to be dissatisfied Motivator Factors Interesting challenging work Achievement Hygiene Factors Pay benefits co workers working Conditions Problems with Herzberg s 2 Factor Theory This theory was based on interviews with accountants and engineers Thus his sample was not representative of the entire work force The way he conducted the interviews led to biased responses self serving bias It s a one best way theory of motivation Some people s hygiene are other people s motivators According to Maslow s hierarchy of needs theory the lowest unsatisfied need in the hierarchy motivates your behavior a satisfied need cannot motivate your your behavior a stratified need cannot Given that most jobs are specialized what needs are typically frustrated for most employees Esteem Self Actualization In Alderfer s ERG theory relatedness needs are equivalent to what needs in Maslow s hierarchy of needs Social and Esteem In Herzberg s 2 factor theory what motivates employees Job Enrichment Which of the following is not a hygiene factor Autonomy If a person held a specialized job that paid well and had great benefits this person would experience which of the following states according to 2 Factor theory No job satisfaction and no job dissatisfaction Process Theories of Motivation Locke s Goal Setting Theory It s based on one simple premise there is a direct connection between what we intend to do and what we actually do In this theory we try to specify those goal setting conditions that will maximize effort and performance SCARF Model of Goals S goals should be specific in terms of what s desired and when it s by C goals should be challenging yet achievable A goals should be accepted by the person ownership R goals attainment should be rewarded F goals should receive feedback on goal related performance 3 Ways to Increase Goal Acceptance Rewards for goal attainment Participation in goal setting by the subordinate Autocratic tell and sell method of goal setting Skinner s Reinforcement Theory It is based on one simple law Thorndike s law of effect Thorndike s law of effect states that behaviors that are followed by positive consequences will tend to be repeated whereas those behaviors that are followed by negative or no consequences will tend not to be repeated In this theory managers must manage consequences for behavior Stimulus Response Behavior Reinforcer Consequence 4 Types of Reinforcement Consequences Positive reinforcement Negative Reinforcement Extinction Punishment Problems with Punishment It only tells you what you ve done wrong It can cause the person being punished to feel either sad or mad It will decrease the frequency of the behavior only when the punisher is around Traps to Avoid in Managing Consequences for Behavior Leave Alone Zap Trap Jelly Bean Motivation Trap ex Super super Rewarding on Assumed Needs Trap ex What I find to be rewarding you do to Which of the following is not an aspect of an effective goal setting program in all situations Subordinate participation in goal setting The autocratic tell and sell method works to improve employee performance by increasing the acceptance of goals Autocratic tell and sell and Participation in goal setting by the employees are equally effective if used in the right situation When a worker starts performing well so she won t be fired this is known as Negative reinforcement Which of the following is also known as avoidance learning Negative Reinforcement Which of the following is not true concerning punishment It replaces the bad behavior with a good behavior When a manager falls victim to the leave alone zap trap he fails to use which consequence for managing behavior Positive consequences In the leave alone zap trap good performance receives Extinction whereas poor performance receives punishment High performance under the leave alone zap manager Increases then decreases When a manager rewards on assumed needs the employee could perceive the reward as positive reinforcement extinction and punishment Adams Equity Theory Equity theory is concerned with What people perceive as fai at work How they react to being treated unfairly at work When individuals work for an organization they think about what they put in and what they get out This is the social exchange component of the theory Employee s compare themselves to other people to determine if they are being treated fairly or not by the organization This is the social comparison component of the theory 4 Basic Postulates of Equity Theory People strive to create and maintain a state of equity When people perceive inequity it creates tension that the individual is motivated to reduce or eliminate The greater the magnitude of the perceived inequity the greater the motivation to reduce or eliminate it Individuals more readily receive an