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Lecture Organizational behavior (10/e): Chapter 8 - Robert Kreitner, Angelo Kinicki

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Chapter 8 - Foundations of motivation. After reading the material in this chapter, you should be able to: Contrast Maslow’s, Alderfer’s, and McClelland’s need theories; explain the practical significance of Herzberg’s distinction between motivators and hygiene factors; discuss the role of perceived inequity in employee motivation; explain the differences among distributive, procedural, and interactional justice; | Foundations of Motivation Chapter Eight Learning Objectives LO.1 Contrast Maslow’s, Alderfer’s, and McClelland’s need theories. LO.2 Explain the practical significance of Herzberg’s distinction between motivators and hygiene factors. LO.3 Discuss the role of perceived inequity in employee motivation. LO.4 Explain the differences among distributive, procedural, and interactional justice. LO.5 Describe the practical lessons derived from equity theory. Learning Objectives LO.6 Explain Vroom’s expectancy theory. LO.7 Explain how goal setting motivates an individual. LO.8 Review the five practical lessons from goal- setting research. LO.9 Discuss the three conceptually different approaches to job design. Employee Motivation Motivation psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed Maslow’s Need Hierarchy Alderfer’s ERG Theory Existence needs (E) the desire for physiological and materialistic well-being; | Foundations of Motivation Chapter Eight Learning Objectives LO.1 Contrast Maslow’s, Alderfer’s, and McClelland’s need theories. LO.2 Explain the practical significance of Herzberg’s distinction between motivators and hygiene factors. LO.3 Discuss the role of perceived inequity in employee motivation. LO.4 Explain the differences among distributive, procedural, and interactional justice. LO.5 Describe the practical lessons derived from equity theory. Learning Objectives LO.6 Explain Vroom’s expectancy theory. LO.7 Explain how goal setting motivates an individual. LO.8 Review the five practical lessons from goal- setting research. LO.9 Discuss the three conceptually different approaches to job design. Employee Motivation Motivation psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed Maslow’s Need Hierarchy Alderfer’s ERG Theory Existence needs (E) the desire for physiological and materialistic well-being; Relatedness needs (R) the desire to have meaningful relationships with significant others Growth needs (G) the desire to grow as a human being and to use one’s abilities to their fullest potential McClelland’s Need Theory Need for achievement Desire to accomplish something difficult. Need for affiliation spend more time maintaining social relationships, joining groups, and wanting to be loved Need for power Desire to Influence, coach, teach, or encourage others to achieve. Herzberg’s Motivator-Hygiene Model Expectancy Theory of Motivation Expectancy theory Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. Vroom’s Expectancy Theory Motivation boils down to the decision of how much effort to exert in a specific task situation. Expectancy represents an individual’s belief that a particular degree of effort will be followed by a particular level of performance. Vroom’s Expectancy Theory Instrumentality A .