First, read “Case Study 6-6 “Develop a Motivation Plan” on page 121 in Organizational Behavior in Health Care. Within the principles of the content theories of Maslow, Herzberg, and Alderfer:
- Explain why Susan is behaving the way she has been over the past three months.
- Offer three specific recommendations to address the problem of Susan’s job performance.
Your well-written paper should meet the following requirements:
- five pages in length, not including the cover sheet and reference page.
- Formatted according to APA 7th edition
- Provide support for your statements with in-text citations from a minimum of four scholarly articles. Two of these sources may be from the class readings, textbook, or lectures, but the other two must be external. The Saudi Digital Library is a good place to find these references.
Recommended:
- Chapter 6 PowerPoint slides SEU_HCM502_Module02_OBHC_CH06.pptx – Alternative Formats – Organizational Behavior in Health Care
- Chapter 7 PowerPoint slides Chapter 7 PowerPoint slides – Alternative Formats – Organizational Behavior in Health Care
- Batayneh, M., Ali, S., & Nashwan, A. (2019). The burnout among multinational nurses in Saudi Arabia. Open Journal of Nursing, 9, 603-619.
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Process Theories of Motivation
Chapter 7
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Learning Outcomes
After completing this chapter, the student should be able to understand: The various components of Expectancy Theory and how they impact an individual’s level of motivation. Equity Theory and the methods to resolve inequity tension.
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Learning Outcomes
The significance of the Satisfaction–Performance Theory.
Goal-Setting Theory and the steps necessary for successful implementation.
Reinforcement Theory and the four types of reinforcement.
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Expectancy (VIE) Theory
Suggests that for any given situation, the level of a person’s motivation with respect to performance is dependent upon:
Their desire for an outcome. The individual’s performance is perceived to be
related to obtaining other desired outcomes. The perceived probability that his or her efforts will
lead to the required performance.
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Expectancy (VIE) Theory
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Application of Expectancy Theory
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Equity Theory
States that a person evaluates his or her outcomes and inputs by comparing them with those of others.
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Equity Theory
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Equity Theory
When an inequity is perceived by an individual: It creates tension within the person The tension is proportional to the degree of inequity
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Equity Theory
The tension created within the individual motivates him/her to relieve it
The strength of the motivation to reduce the tension is proportional to the perceived inequity
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Equity Theory
Six methods of inequity resolution:
Altering inputs Leaving the field
Altering outcomes
Distort the inputs or outcomes of the comparison
other
Cognitively distorting inputs or
outcomes (self)
Changing the comparison
other
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Satisfaction–Performance Theory
Extends the Expectancy theory and incorporates the Equity Theory into a model to reflect the relationship of an employee’s performance to job satisfaction.
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Satisfaction–Performance Theory
Job Satisfaction results from: The performance itself The rewards for performance The perceived equitability of those rewards
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Satisfaction–Performance Motivation Model
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Goal-Setting Theory
Based on research, employees who are given specific, challenging goals outperform those who are given vague goals such as “do your best.”
Three steps to follow: Setting the goal (specific and measurable) Obtaining goal commitment Providing support elements
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Goal-Setting Model
Reproduced from Latham, G. P., & Locke, E. A. (1979). Goal setting—A motivational technique that works. Organizational Dynamics, 8(2), 68.
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Reinforcement Theory
Research suggests that an employee’s behavior will be repeated if it is associated with positive rewards and will not be repeated if it is associated with negative consequences.
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Reinforcement Theory
Four types of reinforcement:
Positive Punishment
Negative Extinction
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Reinforcement Theory
- Process Theories of Motivation
- Learning Outcomes
- Learning Outcomes (2)
- Expectancy (VIE) Theory
- Expectancy (VIE) Theory (2)
- Application of Expectancy Theory
- Equity Theory
- Equity Theory (2)
- Equity Theory (3)
- Equity Theory (4)
- Equity Theory (5)
- Satisfaction–Performance Theory
- Satisfaction–Performance Theory (2)
- Satisfaction–Performance Motivation Model
- Goal-Setting Theory
- Goal-Setting Model
- Reinforcement Theory
- Reinforcement Theory (2)
- Reinforcement Theory (3)
,
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Content Theories of Motivation
Chapter 6
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Learning Outcomes
After completing this chapter, the student should be able to understand: The definition of motivation. The difference between content theories and process
theories of motivation. Maslow’s Hierarchy of Needs and its criticisms.
Alderfer’s ERG Theory
Herzberg’s Two-Factor Theory and how it relates to job design.
Hackman and Oldham’s Job Characteristic Model.
McClelland’s Three-Needs Theory
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What Is Motivation?
The psychological process through which unsatisfied needs or wants lead to drives that are aimed at goals or incentives.
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Content vs. Process Theories of Motivation
Content theories of motivation Explain the specific factors that motivate people and
answers the question “what drives behavior?” Process theories of motivation
Helps explain how an individual’s behavior is energized, directed, sustained, and stopped.
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Maslow’s Hierarchy of Needs
Reproduced from Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper & Row.
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Criticisms of Maslow’s Hierarchy of Needs
Lack of evidence that workers have a single dominant need.
Lack of evidence that a need diminishes in strength when gratified.
Difficulty explaining individuals who neglect their lower level needs in pursuit of higher level needs (e.g., starving artist).
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Alderfer’s ERG Theory
Existence refers to an individual’s concern with basic material and physiological existence requirements.
Relatedness refers to the need for developing and sustaining interpersonal
relationships. Growth refers to an
individual’s intrinsic need to be creative and to make useful and productive contributions, including personal development with opportunities for personal growth.
Existence
Relatednes sGrowth
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Alderfer vs. Maslow
Does not require a strict ordering of needs satisfaction Accounts for differences in need preferences by
individuals Frustration–regression principle
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Herzberg’s Two-Factor Theory
People have two sets of needs Avoidance of unpleasantness Personal growth
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Herzberg’s Two-Factor Theory
Job Satisfaction
No Job Dissatisfaction
No Job Satisfaction
Job Dissatisfaction
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Herzberg’s Two-Factor Theory
Hygiene Factors Extrinsic (Job Context) Company Policies Administrative Policies Supervision Salary Interpersonal Relations Working Conditions
Motivators Intrinsic (Job Content) Achievement Recognition The work itself Responsibility Advancement
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Herzberg and Job Design
Herzberg promoted the concept that if the work one does is significant, it will ultimately lead to satisfaction with the work itself.
Employees will be motivated to do work that they perceive to be significant.
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The Job Characteristics Model of Work Motivation
Reproduced from Hackman, J. R., & Oldham, G. R. (1980). Work redesign (p. 90). Reading, MA: Addison-Wesley.
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McClelland’s Three-Needs Theory
Three types of motivational needs:
ACHIEVEMENT
POWER AFFILIATION
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Daniel Pink
Autonomy
Mastery
Purpose
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Hackman and Oldman’s Job Characteristic Model
Reproduced from Hackman, J. R., & Oldham, G. R. (1980). Work redesign (p. 90). Reading, MA: Addison-Wesley.
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Comparison of Content Theories of Motivation
- Content Theories of Motivation
- Learning Outcomes
- What Is Motivation?
- Content vs. Process Theories of Motivation
- Maslow’s Hierarchy of Needs
- Criticisms of Maslow’s Hierarchy of Needs
- Alderfer’s ERG Theory
- Alderfer vs. Maslow
- Herzberg’s Two-Factor Theory
- Herzberg’s Two-Factor Theory (2)
- Herzberg’s Two-Factor Theory (3)
- Herzberg and Job Design
- The Job Characteristics Model of Work Motivation
- McClelland’s Three-Needs Theory
- Daniel Pink
- Hackman and Oldman’s Job Characteristic Model
- Comparison of Content Theories of Motivation