MGMT1002 Lecture Notes - Lecture 7: Motivation, Theory X And Theory Y, Job Satisfaction
Week 7 – Motivation and Emotion
Motivation is a psyhologial drie that aouts for a idiiduals itesity, diretio ad
persistence of effort towards attaining a goal.
Early Theories of Motivation
• Maslos hierarhy of eeds theory – physiological, safety, social, esteem and self-
actualisation
• Theory X (employees dislike work, are lazy and must be coerced to perform) and Theory Y
(employees like work, are creative and can exercise self-direction).
• Two-factor theory – relates intrinsic factors such as advancement, recognition and
responsibility to job satisfaction and extrinsic factors such as pay, supervision and company
policies to dissatisfaction. To motivate employees use intrinsically rewarding factors.
• MClellads theory of eeds – states that achievement, power and affiliation are 3
important needs that help explain motivation.
Contemporary Theories of Motivation
• Self-determination theory – proposes that people prefer to feel they have control over their
actions so anything that makes a previously enjoyed task feel more like an obligation (ie.
through extrinsic rewards like pay) will reduce motivation. Extrinsic rewards like verbal
praise and feedback can improve intrinsic motivation under specific circumstances.
• Goal-setting theory – specific and difficult goals, with feedback, lead to higher performance.
Goals should be SMART – specific, measurable, achievable, reason, time-bound. Specific
goals act as an internal stimulus, focusing our attention. Challenging goals energizes us to
work harder and persist.
- When our values shape our goals we
accept them and are motivated to fulfill
them leading to greater performance.
- Openness to change: independence, exploring ideas, creativity
- Self enhancement: personal success, achievement, social status dominance
- Self-transcendence: concern for the welfare of all people and nature, understanding,
tolerance, appreciation for others
- Conservation: security and safety, conformity, tradition
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Motivation is a psy(cid:272)hologi(cid:272)al dri(cid:448)e that a(cid:272)(cid:272)ou(cid:374)ts for a(cid:374) i(cid:374)di(cid:448)idual(cid:859)s i(cid:374)te(cid:374)sity, dire(cid:272)tio(cid:374) a(cid:374)d persistence of effort towards attaining a goal. To motivate employees use intrinsically rewarding factors: m(cid:272)clella(cid:374)d(cid:859)s theory of (cid:374)eeds states that achievement, power and affiliation are 3 important needs that help explain motivation. Extrinsic rewards like verbal praise and feedback can improve intrinsic motivation under specific circumstances: goal-setting theory specific and difficult goals, with feedback, lead to higher performance. Goals should be smart specific, measurable, achievable, reason, time-bound. Specific goals act as an internal stimulus, focusing our attention. Challenging goals energizes us to work harder and persist. When our values shape our goals we accept them and are motivated to fulfill them leading to greater performance. Openness to change: independence, exploring ideas, creativity. Self enhancement: personal success, achievement, social status dominance. Self-transcendence: concern for the welfare of all people and nature, understanding, tolerance, appreciation for others.
