COMMERCE 1BA3 Chapter Notes - Chapter 5: Motivation, Job Satisfaction, Group Dynamics
3 May 2018
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Chapter 5
MOTIVATION
➢ The extent to which persistent effort is directed toward a goal
• Definition #1
o Why people choose to do one thing over another
o Why people put variable amount of intensity and effort into their activities
• Definition #2
o What is it that gets behaviour started?
o What is it that determines the magnitude or intensity of behaviour?
o What is it that causes behaviour to stop?
• Definition #3
o All definitions of motivation take a look at effort, persistence, direction of effort
and goals
➢ Transferable skillno matter where you learn it, it will transfer from industry to industry
Intrinsic vs extrinsic motivation
Intrinsic: motivation that stem from the direct relationship between the worker and the task (I
feel challenged; I feel I am doing something important)
Extrinsic: motivation that stems from the work environment external to the task; it is usually
applied by others (applied to workers)
CONTENT/NEED THEORIES OF MOTIVATION
➢ Content go in there snoop around, what are the motives and needs these people have,
are they being satisfied
1. Maslow’s hierarchy of needs
Physiologicalminimum pay necessary for survival, working conditions
Safetysafe working conditions, fair rules, job security, pension plans, pay
above minimum for survival
Belongingnessinteract with others on job, friendly/supportive supervision,
teamwork, develop new social relationships
Esteemmaster tasks leading to feelings of achievement and responsibility,
awards, promotions, recognitions
Self-actualizationabsorbing jobs with the potential for creativity and growth
as well as a relaxation of structure to permit self-development and personal
progression
▪ Physiological & safety=lower order needs
▪ The rest=higher order needs
▪ Affilitian=needs to foster and develop relationships in teams
▪ Self efficacy=don’t feel too good about task vs self esteem=don’t feel too
good about self
▪ Self actualization=any growth to accomplish
▪ The notion of prepotency= the lowest level unsatisfied need has the greatest
motivating potential
- Wont work on higher up one until lower ones are met
- Criticism: not for everyone
- Criticism: never talked about shifting up & down of environments
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2. Herzberg’s two factor theory
▪ 2 levels (motivators & hygiene factors)
▪ hygiene similar to lower order
▪ motivators similar to higher order
▪ hygiene factors=broad category of working conditions, basic building blocks
that need to be set for anyone (safety, pay, social environment of work, quality
of supervisors)
▪ motivators=proper recognition in place for job well done, is there feelings of
achievement, responsibility
▪ satisfaction progression hypothesis
- management cannot satisfy workers by fulfilling worker hygiene
needs but unfulfilled hygiene needs can prevent workers from
being satisfied
3. Alderfer’s ERG model
▪ A three level hierarchy need theory of motivation that allows for movement
up and down
Existence needssatisfied by material substance, close to maslow’s
physiological and safety needs
Relatedness needssatified by open communication & exchange of thorught
and feelings, close to maslow’s belongingness and esteem needs
Growth needsfulfilled by stong personal involvement in work setting & full
utilization of one’s skills & abilities & creative development, close to
maslow’s self-actualization and esteem needs
▪ Reformed maslow’s to a more meaningful set
- Top: is this human aiming to grow
▪ He simplified it
▪ He did not believe in Maslow’s notion of prepotency
- We all have ERG in us, just what percentage is it, ex level 2 more
prominent in you than 1
▪ The more lower level needs satisified, the more higher level needs are desired
and vice versa
4. McClelland’s needs
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find more resources at oneclass.com
