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De Andre Jones

Ch 4

1Motivation involves triggering employee needs in a way that will arouse effort and direct behavior. Content theories of motivation identify the needs that employees might seek. Process theories, on the other hand, explain the process by which behavior is aroused and then directed. All motivation theories are culture-bound to some degree. |

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2Maslow’s hierarchy of needs is a content theory that argues that employees are motivated by five basic needs. These needs are triggered hierarchically; starting with basic physiological needs and working up to growth needs like self-actualization. |

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3Herzberg’s two-factor theory is another content-oriented approach. It claims that hygiene factors (e.g. pay, working conditions) cause dissatisfaction, whereas motivating factors (e.g., challenge, responsibility) cause satisfaction. Despite its limitations, the theory’s proscriptive emphasis is appealing to managers. |

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4Equity theory states that motivation is a function of comparison we make with others. Specifically, this involves comparing pairs of input-outcome ratios. If the ratios are in balance, employees are motivated to maintain the status quo. If not employees are motivated to reduce the inequity somehow (e.g., change inputs, outcomes, or comparisons). Fairness concerns cut across many motivation issues facing firms today. |

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5Reinforcement theory states that by using consequences, desirable behaviors can be strengthened and undesirable behaviors eliminated. Basically, managers have four options to choose from: positive reinforcement, negative reinforcement, extinction, and/or punishment. Positive reinforcement is generally the most desirable option and a variety of partial reinforcement strategies are available for implementation purposes. |

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6Goals can be very useful in stimulating and guiding behavior. However, managers must determine the goal...