• Describe open-book management, employee recognition, pay-for-performance, and stock option programs.
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What Is Motivation?
Assumption:

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Early Theories of Motivation (cont’d)
• Herzberg’s Motivation-Hygiene Theory
Job satisfaction and job dissatisfaction are created by different factors.
effort - a measure of intensity or drive goals - effort should be directed toward, and consistent with, organizational goals needs - motivation is a need-satisfying process
Attempted to explain why job satisfaction does not result in increased performance.

The opposite of satisfaction is not dissatisfaction, but rather no satisfaction.
Contemporary Theories of Motivation
• Describe the three needs McClelland proposed as being present in work settings. • Explain how goal-setting and reinforcement theories explain employee motivation. • Describe the job characteristics model as a way to design motivating jobs. • Discuss the motivation implications of equity theory. • Contrast distributive justice and procedural justice. • Explain the three key linkages in expectancy theory and their role in motivation.

need - an internal state that makes certain outcomes appear attractive
unsatisfied needs create tensions that stimulate drives drives lead to search behavior
• Motivation
the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need

Higher-order needs - largely satisfied internally
social - affection, belongingness, acceptance esteem - internal factors like self-respect, autonomy – external factors like status, recognition, attention self-actualization - achieving one’s potential
ninth edition
STEPHEN P. ROBBINS
MARY COULTER
Unit
13
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Motivation Theories
PowerPoint Presentation by Charlie Cook The University of West Alabama
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Exhibit 16–2
Herzberg’s Motivation-Hygiene Theory
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Exhibit 16–3
LEARNING OUTLINE
Follow this Learning Outline as you read and study this chapter.
What Is Motivation?
• Define motivation. • Explain motivation as a need-satisfying process.
Theory Y

Assumes that workers can exercise self-direction, desire responsibility, and like to work.
Motivation is maximized by participative decision making, interesting jobs, and good group relations.
© 2007 Prentice Hall, Inc. All rights reserved.
L E A R N I N G O U T L I N E (cont’d)
Follow this Learning Outline as you read and study this chapter.

© 2007 © PrenticePrentice Hall, Inc. All rights reserved. Hall, 2002
16-8
Early Theories Of Motivation (cont.)
• Maslow’s Hierarchy of Needs Theory (cont.) each level in hierarchy must be satisfied before the next is activated
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Early Theories Of Motivation
• Maslow’s Hierarchy of Needs Theory lower-order needs - largely satisfied externally
Contrasting Views of Satisfaction-Dissatisfaction
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Contemporary Theories of Motivation
• Three-Needs Theory

© 2007 © PrenticePrentice Hall, Inc. All rights reserved. Hall, 2002
16-5
The Motivation Process
Unsatisfied Need
Tension
Drives
Search Behavior
Satisfied Need
Early Theories of Motivation
• Describe Maslow’s hierarchy of needs and how it can be used to motivate. • Discuss how Theory X and Theory Y. • Describe Herzberg’s motivation-hygiene theory. • Explain Herzberg’s views of satisfaction and dissatisfaction.
© 2007 Prentice Hall, Inc. All rights reserved.
L E A R N I N G O U T L I N E (cont’d)
Follow this Learning Outline as you read and study this chapter.
Reduction of Tension
© 2007 © PrenticePrentice Hall, Inc. All rights reserved. Hall, 2002
16-6
Early Theories of Motivation
• Maslow’s Hierarchy of Needs • MacGregor’s Theories X and Y • Herzberg’s Two-Factor Theory
Early Theories of Motivation (cont’d)
• McGregor’s Theory X and Theory Y
Theory X

Assumes that workers have little ambition, dislike work, avoid responsibility, and require close supervision.