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Key Point: Satisfaction and Dissatisfaction Are Not Opposites But Separate Constructs (Herzberg's Theory Is Widely Criticized)

The document summarizes key theories of motivation: 1. Maslow's hierarchy of needs proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs from lowest to highest. 2. ERG theory and McClelland's theory posit that people have varying innate needs for existence/relatedness/growth or achievement/power/affiliation. 3. Herzberg's two-factor theory distinguishes between intrinsic motivators like achievement and responsibility versus extrinsic hygiene factors like salary that prevent dissatisfaction but don't motivate. 4. Early theories like Theory X and Y made assumptions about employees' work attitudes ranging from inherently disliking work to seeking responsibility.

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52 views2 pages

Key Point: Satisfaction and Dissatisfaction Are Not Opposites But Separate Constructs (Herzberg's Theory Is Widely Criticized)

The document summarizes key theories of motivation: 1. Maslow's hierarchy of needs proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs from lowest to highest. 2. ERG theory and McClelland's theory posit that people have varying innate needs for existence/relatedness/growth or achievement/power/affiliation. 3. Herzberg's two-factor theory distinguishes between intrinsic motivators like achievement and responsibility versus extrinsic hygiene factors like salary that prevent dissatisfaction but don't motivate. 4. Early theories like Theory X and Y made assumptions about employees' work attitudes ranging from inherently disliking work to seeking responsibility.

Uploaded by

Phạm Châu Thuý Kiều
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© © All Rights Reserved
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Chapter 7: Motivation Concepts

7-1. Describe the three key elements of motivation


Motivation: The processes that account for an individual’s intensity, direction, and persistence
of effort toward attaining a goal – specifically, an organizational goal. It has 3 key elements:
1. Intensity: how hard a person tries.
2. Direction: effort that is channelled toward, and consistent with, organizational goals
3. Persistence: how long a person can maintain effort.

7-2. Compare the early theories of motivation


 Hierarchy of Needs Theory (Abraham Maslow’s)
Hierarchy of 5 needs, in which, as each need it sustainably satisfied, the next need becomes
dominant
1st Level Physiological (hunger, thirst, shelter, sex)
2nd Level Safety (security, protection) lower order needs
3rd Level Social (friendship, belongingness)
4th Level Esteem (respect, status, recognition)
5th Level Self-actualization (self-fulfillment) higher order needs
 ERG theory A theory that posits three groups of core needs: Existence, relatedness, growth
 Theory X and Theory Y
Theory X: The assumption that employees dislike work, are lazy, dislike responsibility,
and must be coerced to perform
Theory Y: The assumption that employees like work, are creative, seek responsibility,
and can exercise self-direction
 Herzberg’s Two-Factor Theory
Key Point: Satisfaction and dissatisfaction are not opposites but separate constructs (Herzberg’s
Theory is widely criticized)
Hygiene factors: Factors; such as company policy and administration, supervision,
salary, work conditions; that, when adequate in a job, placate workers. When these
factors are adequate, people will not be satisfied → extrinsic
Motivators: such as growth, responsibility, achievement, recognition → intrinsic
 McClelland’s Theory of Needs: A theory which states that achievement, power, and
affiliation are three important needs that help explain motivation → People have varying
levels of each of the three needs: Hard to measure
- Need for achievement (nAch): the drive to excel, to achieve in relation to a set of
standards, to strive to succeed
- Need for Power (nPow): the need to make others behave in a way that they would not
have behaved otherwise
- Need for Affiliation (nAff): the desire for friendly and close interpersonal relationships

7-3. Contrast the elements of self-determination theory and goal-setting theory


7-4. Demonstrate the differences among self-efficacy theory, reinforcement theory, equity
theory, and expectancy theory.
7-5. Identify the implications of employee job engagement for managers
7-6. Describe how the contemporary theories of motivation complement one another

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