7. Achievement and Motivation

“The internal state that induces a person to engage in particular behaviours”

•Two perspectives of Motivation.

•One is concerned with the following:

1.Direction – Choosing a specific behaviour. “What should I do? Should I work or play?”

2.Intensity – Deciding the amount of effort one expends at doing a task. “How hard should I try?”

3.Persistence – Continuing a behaviour over time. “Should I keep going?”

•Another perspective is concerned with studying motivation as the desire to acquire or achieve some goal. That is, motivation derives from a person’s wants, needs, or desires.

• MOTIVATION

• Extrinsic Motivation

• Intrinsic Motivation

•External to the Individual

•Individual is driven tangible rewards for work.

•Usually financial in nature, such as a raise in salary, a bonus, or paid time off.

•However, can also be as simple as getting the better office, verbal praise, public recognition or awards, promotions and additional responsibility.

• MOTIVATION

• Extrinsic Motivation

• Intrinsic Motivation

•Internal to the person

•Person is driven by rewards integral to the job itself,

•For instance, personal interest or enjoyment in the work itself, a sense of worth, mastery of the task, and satisfaction in completing one’s work.

• MOTIVATION

• Extrinsic Motivation

• Intrinsic Motivation

•View motivation as deriving from peoples desire for certain things.

•Presume that people’s behavior is directed towards fulfilling those needs.

•Imply that needs can differ both within the same person overtime and across different people.

•Very popular initially but now declining interest because research on needs has failed to show strong relationship with job performance.  

• NEED THEORIES

• Need hierarchy Theory (Maslow, 1943)

• Two-Factor (Herzberg, 1968)

•States that “fulfillment of human needs is necessary for both physical and psychological health.”

•Behavior determined by five needs - Physiological, Safety, Love, Esteem, Self‑actualization

•Needs must be unmet to  be motivating

•Movement is up the hierarchy

•Criticism – Locke and Henne (1986) noted that Maslow’s theory is very vague that makes it difficult to design good test of it.

• NEED THEORIES

• Need hierarchy Theory (Maslow, 1943)

• Two-Factor (Herzberg, 1968)

•States that motivation comes from the nature of job itself, not from external rewards or job conditions.

•Work behavior is determined by two classes of needs

•Hygiene factors, includes pay, supervisor, coworkers, organizational policies.

•Motivator factors, includes nature of work, achievement, recognition, responsibility.

•Theory says only motivator factors can motivate work performance. Hygiene factors no matter how favorable cannot motivate.

•Theory also says that satisfaction and dissatisfaction are two different constructs.

•Considered to be invalid mainly because two-factor aspect of satisfaction and dissatisfaction is not supported by research.

• NEED THEORIES

• Need hierarchy Theory (Maslow, 1943)

• Two-Factor (Herzberg, 1968)

•States that motivation comes from the nature of job itself, not from external rewards or job conditions.

•Work behavior is determined by two classes of needs

•Hygiene factors, includes pay, supervisor, coworkers, organizational policies.

•Motivator factors, includes nature of work, achievement, recognition, responsibility.

•Theory says only motivator factors can motivate work performance. Hygiene factors no matter how favorable cannot motivate.

•Theory also says that satisfaction and dissatisfaction are two different constructs.

•Considered to be invalid mainly because two-factor aspect of satisfaction and dissatisfaction is not supported by research.

• NEED THEORIES

• Need hierarchy Theory (Maslow, 1943)

• Two-Factor (Herzberg, 1968)

–____________– factors related to job content that, when present, lead to job satisfaction. Eg ( Maslows social, esteem and self actualization needs)

–, includes nature of work, achievement, recognition, responsibility

• Motivator factors

• Hygiene factors

–____________– factors related to job context that, when absent, cause job dissatisfaction but when present will not case satisfaction eg (Maslow’s physical & security needs).

–, includes pay, supervisor, coworkers, organizational policies.

• Motivator factors

• Hygiene factors

•Describes how rewards or reinforcements can affect behavior.

•It does not directly deal with internal states like motivation but explains behavior as function of prior reward experiences or “Reinforcement History”

•Major principle is Law of Effect – Thorndike 1913: The probability of a particular behavior increases if it is followed by a reward or reinforcement.

–Behavior ‑‑> Reward ‑‑‑> Greater likelihood of Behavior

•Rewards can be Tangible or Intangible

• REINFORCEMENT THEORY

• EXPECTANCY THEORY

• SELF-EFFICACY THEORY

• EQUITY THEORY

• GOAL SETTING THEORY