MOTIVATION
A GOOD DEFINITION….
Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the:
Motivation Theories
INTERNAL THEORIOES: give primary consideration to variables within the individual that give rise to motivation and behavior (e.g., hierarchy of needs).
PROCESS THEORIES: of motivation emphasize the nature of the interaction between the individual and the environment (e.g., expectancy theory).
EXTERNAL THEORIES: focus on the elements in the environment (e.g., two-factor theory).
What is a need? ...
Is a state or condition within an individual that generates movement toward some outcome or reward.
· Intrinsic motivation: internal needs
· Extrinsic motivation: external incentives
Maslow’s Hierarchy of needs
An interpretation of Maslow's hierarchy of needs, represented as a pyramid with the more basic needs at the bottom.
Theory X and Theory Y (Douglas McGregor)
| Theory x (Lower order needs) | Theory y (Higher order needs) |
| Dislike work | View work as natural |
| Must be threatened with punishment | Self-directed |
| Avoid responsibilities | Exercise self-control |
| Seek formal direction | Accept responsibility |
| Require security | Seek responsibility |
| Little ambition | Make innovative decisions |
| Workers are costs | Workers are assets |
ERG theory (Clayton Alderfer)
Workers pursue multiple needs simultaneously.
McClelland’s Theory of needs
An individual’s specific needs are acquired over time and are shape by one´s life experiences. Most of these needs can be classed as achievement, affiliation, or power.
Two-factor theory (Frederick Herzberg)
Motivation factors: psychological growth - Hygiene factors: avoidance of pain
Social exchange and equity theory (AmitaiEtzioni)
•Individual –environment interaction
•Three categories of exchange between individuals and organizations:
* Committed: moral relations of high positive intensity (religious group)
* Calculated: each party in the relationship demands certain things of the other and contribute accordingly to the other.
* Alienated: high negative intensity (prison)
Stacy Adam’s theory of inequity
* People are motivated when they see themselves in risk, or in a position they believe is unfair.
* Tension motivates a person to act.
* Individuals consider their inputs and their outcomes; they calculate them and compare it with others.
Expectancy theory or VIE (Valence, Expectancy, Instrumentality
Developed by Porter and Lawler (1968) Connection between the employees’ motivation and the certitude of their expectancies. Results of performance are means to satisfy a need
| Effort | Performance | Reward |
| “¿what are my chances of getting the job done if I put the necessary effort?” | “¿What are my chances of getting the rewards I value if I satisfactorily complete the job?” | “¿What rewards do I value?” |
3 Causes of Motivational Problems…
•Belief that effort will not result in performance
•Belief that performance will not result in rewards
•The value a person places on, or the preference a person has for, certain rewards
REFERENCES:
· Business Knowledge center: www.netmba.com
QUESTION
In multicultural organizational contexts what could be a good strategy to keep people motivated towards a common task?
In a multicultural organizational context is necessary to take into account the Maslow´s need hierarchy which tells the managers the most important needs for each employee depending on his way working. Although most of the people could have the same kind of psychological needs, as the culture varies the needs could do, so in this sense the manager could recognize how the employee see the work, in the terms of theory x or theory y and construct the better way to motive the different types of employees the company has.
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