Chapter 13

Motivation at Work

DeNisi  Griffin  Sarkar

 What Is Motivation?
• Motivation
 Determines how a person will exert effort.
 Represents the forces operating on the person
to exert effort, as well as the direction in which
the effort will be exerted.

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 Motivation and Needs
• Need–based (Content) Theories
 Focus on what motivates a person, rather
than on how that motivation occurs.
• Hierarchy of Needs (Maslow)
 Specifies five levels of needs capable of
motivating behavior:
 Physiological, security, social, esteem, and
self-actualization.

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 Maslow’s Hierarchy of Needs

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 Types of Needs
• Prepotent Needs
 Are specific needs capable
of motivating behavior at
any given point in time.
• Security Needs
 Are satisfied by a home (which we must pay for)
and other things (e.g., insurance and a pension)
which also require money.

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 Motivation and Needs Theories
• ERG Theory (Alderfer)
 Identifies three rather than two levels of needs
 Allows for regression from a higher-level need
to a lower-level need.
• Dual-Factor Theory
(Herzberg)
 Posits motivators and
hygiene factors as separate
sets of work conditions
that can satisfy needs.

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 Process Theories of Motivation
• Process Theories
 Focus on how a person becomes motivated and
what they are motivated
to do, rather than on what motivates them.
• Reinforcement Theory (Skinner)
 Proposed that all behavior is a function
of its consequences.

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 Stimulus-Response-Outcome Model of
Behavior

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 Reinforcement and Behavior

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 Reinforcement and Behavior (cont’d)

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 Principles of Reinforcement
Positive
Positive AAbehavior
behaviorfollowed
followedbybypositive
positive
Reinforcement consequences
Reinforcement consequencesisislikely
likelyto
tobe
berepeated.
repeated.

AAbehavior
behaviorfollowed
followedby
byno
noconsequences
consequences
Extinction
Extinction isisnot
notlikely
likelyto
tobe
berepeated.
repeated.

AAbehavior
behaviorfollowed
followedbybynegative
negative
Punishment
Punishment consequences
consequencesisisnot
notlikely
likelyto
tobe
be
repeated.
repeated.

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 What is Behavior Modification?

The combination of positive reinforcement with

either punishment or extinction so that an
undesired behavior disappears and is replaced
with a desired behavior.

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 Effects of Different Partial
Reinforcement Schedules

a
Productivity refers to the number of desired responses or behavior exhibited.

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 Schedules of Reinforcement
When
Whenaabehavior
behaviorisisrewarded
rewardedonly
only
Partial
Partial part
partof
ofthe
thetime
time

When
Whenbehavior
behaviorisisreinforced
reinforcedas
asaa
Interval
Interval function
functionof
ofthe
thepassage
passageofoftime
time

When
Whenbehavior
behaviorisisreinforced
reinforcedas
asaa
Ratio
Ratio function
functionof
ofhow
howmany
manytimes
timesthe
the
behavior
behavioroccurs
occurs

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 Interval Schedules of
Reinforcement
• Fixed Interval Schedule
 The amount of time that must pass before a reward
is given is constant over time.
• Variable Interval Schedule
 The amount of time that must pass before a reward
is given can change from one reward period to
another.

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Ratio Schedules of Reinforcement
• Fixed Ratio Schedule
 The number of times a behavior must occur
before it is rewarded remains constant over
time.
• Variable Ratio Schedule
 The number of times a behavior must occur
before it is rewarded changes over time.

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 Expectancy Theory (VIE Theory)

The decision to exert effort depends on the

anticipated outcome received for the effort
is based on expectations, instrumentalities,
valences, and linkages among these
components.

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 Linking Effort and Performance
The
Theperception
perceptionofofthe
theprobability
probabilitythat
that
Effort-to-Performance
Effort-to-Performance an
anincrease
increaseinineffort
effortwill
willresult
resultininan
an
Expectancy
Expectancy increase
increaseininperformance.
performance.

The
Theperception
perceptionofofthe
theprobability
probabilitythat
that
Performance-to-
Performance-to- improved
improvedperformance
performancewill
willlead
leadto
to
Outcomes
OutcomesExpectancy
Expectancy certain
certainoutcomes.
outcomes.

The
Theattractiveness
attractivenessor
orunattractiveness
unattractiveness
Valence
Valence an
anoutcome
outcomehas
hasfor
foraaperson.
person.

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 The Expectancy Theory of Motivation

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 Equity Theory
• Is concerned with a person’s perceived inputs
to a (work) setting and the outcomes they
receive from that setting.
• Suggests that individuals calculate their ratio
of inputs to outcomes as one would consider a
return on an investment.

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 The Equity Comparison Process

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An Integrative
Model of
Motivation

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 Goal Theory
Suggests that:
 People with goals work harder
than people without goals.
 Not all goals are created equal.
 Goals that are difficult, specific, and
concrete motivate employees best.

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 Agency Theory
Is concerned with:
 The diverse interests and goals held by an
organization’s stakeholders, including its
employees and managers.
 The methods through which an organization’s
reward system can be used to align these diverse
interests and goals.

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 Intrinsic Motivation

The motivation to do work because it is

interesting, engaging, or challenging, rather than
because one is rewarded to do the work.

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 Creative Behavior

Involves doing things at work that are

innovative and that provide a measure of
value for the organization.

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