FOM

FOM

1. CONTENT THEORIES

   • identifying internal factors like instincts, needs, satisfaction, & job characteristics that energize employee motivation
   • Maslow's need hierarchy theory
   • Alderfer's ERG Theory (existence, relatedness, growth needs)
     • >1 need can be activated at each time
     • frustration-regression component: frustration of higher order needs can influence the desire for lower-order needs
     • indiv & cultural differences influence our need states
   • McClelland's need theory
     • Need for Achievement
       • 1) Prefer moderately difficult tasks 2) Prefer perf outcome based on efforts 3) Desires more feedback on successes/failures
     • Need for Affiliation
       • not the best mags/ldrs => avoid conflict
       • spends more time maintaining social r/s
     • Need for Power
       • top mags: high need for power, low need for affiliation
       • desire to influence, coach, teach, encourage others to achieve; concerned w discipline and respect
     • appropriate allocation of diff needs to diff org
   • Herzberg's motivator- hygiene theory
     • satisfaction is not the opposite of dissatisfaction
     • 1) mags must focus on both hygiene & motivational factors => related to job satisfaction
     • 2) recognising good perf is impt, esp in down economy when raises are sparse

2. PROCESS THEORIES

   • process by which internal factors and cognitions influence employee motivation
   • Adam's equity theory
     • one's motivation to behave in a certain way fueled by feelings of inequity/lack of justice
     • Individual-Organisation Exchange R/s
       • inputs (training, skills, effort) & outcomes (pay bonuses, job security)
     • Negative & Positive Inequity
       • comparing to pple of close interpersonalities
     • Org justice (perceived fairness of)
       • Distributive justice (how resources/rewards are allocated)
       • Procedural justice (process & procedures used to make allocation decisions)
       • Interactional justice (how people feel abt implemented decisions)
   • Vroom's expectancy theory
     • Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.
     • Expectancy
       • effort→performance expectation; subjective!!
       • Influencing factors: self-esteem, self-efficacy, previous success at task, help received, info on hand, good materials & equipment to work with
     • Instrumentality
       • performance→outcome perception
     • Valence
       • +ve/-ve value people place on outcomes => depends on indiv needs
   • Goal-setting theory
     • 1. A tendency to focus on a narrow subset of measurable performance while ignoring aspects that are difficult to measure
     • 2. When goals are tied to financial rewards, people tend to be motivated by easy goals
     • 3. Setting performance goals is effective in established jobs but may interfere with the learning process in new, complex jobs
     • 3 major concerns:
     • 4. Unethical behaviour to accomplish goals

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