Theories of Employee Motivation

Dionne Roberson

Chapter 8

What is Motivation?

Motivation is defined as an internal state that induces a person to engage in particular behaviors

Work motivation theories are concerned with the reasons why some people perform their job better than others.

Work Motivation Theories

There are 7 Motivation Theories:1. Need Theories

2. Reinforcement Theory

3. Expectancy Theory

4. Self-Efficacy Theory

5. Equity Theory

6. Goal-Setting Theory

7. Action Theory

Need Theories

Need Theories view motivation as deriving from people’s desires for certain things.

There are three need theories:1. Need Hierarchy Theory

2. ERG Theory

3. Two-Factor Theory

Need Theories

Self-Actualization

EsteemLove

SafetyPhysiological

Need Hierarchy Theory Maslow’s need hierarchy

theory states that human needs are based on physical and psychological health.

Need Theories

ERG Theory Aldefer’s existence, relatedness, growth theory

focuses on three needs. According to Aldefer people can move back and

forth from one need to another.

Existence Relatedness Growth

Need Theories

Two-Factor Theory Herzberg’s two-factor theory states that

motivation comes from the job itself, not external rewards. Hygiene Factors- job aspects relevant to the

animal needs of human nature such as psychological needs

Motivator Factors- job aspects relevant to growth needs such as recognition.

Reinforcement Theory

This theory describes how rewards can affect behavior.

Law of effect- states that probability of a particular behavior increases if it is followed by a reward.

Rewards can be tangible (money) or intangible (praise).

Expectancy Theory

This theory attempts explain how rewards lead to behavior by focusing on internal cognitive states that lead to motivation .

Vroom’s theory has been adapted to the I/O field. Vroom’s theory explains motivation as a math function

of expectancy, valence, and instrumentalities. Force = Expectancy x (Valence x Instrumentalities)

Self- Efficacy Theory

This theory states that motivation and performance is determined by how effective people believe they can be. High self-efficacy = people believe that they are capable

of accomplishing a task and will be motivated put forth effort

Low self-efficacy = people don’t believe they can do the job and they are not motivated to put forth effort.

Equity Theory

States that people are motivated to achieve a condition of fairness in their dealings with other people and with organizations.

This theory specifies conditions under which inequity will occur and how employees will react.

Employees will evaluate how much they receive from the job (outcomes) in relation to their contributions( inputs) Outcomes/ Inputs

Inequity occurs when employees feel as if his/her ratio is different from others

Goal-Setting Theory

Basic principle states that people’s behavior is motivated by their internal intentions, goals, or objectives

Goal is what a person consciously wants to attain or achieve

Goal-Setting Theory

Goals Affect behavior in 4 ways: 1. Direct Attention and action to behaviors that the

person believes will achieve the goal.2. Mobilize effort in that the person tries harder3. Increase persistence, resulting in more time spent

on the behaviors necessary for goal attainment4. Motivate the search for effective strategies to

attain them.

Action Theory

This theory states that work motivation theories should focus mainly on goal-oriented or or voluntary behaviors called actions. Action process- linking a hierarchy of cognitions

to both actions and feedback from the environment

Desire for something

Goal Development

Plan Generation

Plan Execution

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