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Psych 142

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Motivation: The force that energizes, directs, and sustains behavior.
Equity theory: Motivated to keep their work inputs in proportion to their outcomes by comparing their input-outputs with those who have similar positions
Extrinsic motivation: People motivated to perform because of external rewards from environment intrinsic motivation : Worker’s sense of accomplishment or mastering a work task
Job characteristics model:
Experienced Meaningfulness: skill variety, task significance, task identity
Experienced Responsibility: autonomy
Knowledge of Results: Feedback
Goal-setting theory: Emphasizes setting challenging goals for workers, and getting workers committed to those goals as the keys to motivation (SMART, S-specific, M-measurable, A-Attainable, R-Results based, T-timeline).
Need theories of motivation:
Maslow and Alderfers (Growth needs- esteem, self-actualization, deficiency needs- physiological, security, affiliation).
McClelland Achievement Motivation Theory: Need for achievement, need for power, need for affiliation.
-Used extensively in work settings and can be measured with Thematic Apperception Test.
Behavior based theories of motivation:
Reinforcement Theory (Stresses role reinforcements and punishments play in motivation: fixed interval, variable interval, fixed ratio, variable ratio).
Performance and motivation: Motivation is only one determinant of work behavior. Numerous factors may affect work performance: systems, individual differences, group dynamics, organizational factors.
Cognitive theories of motivation: Emphasizes the role that cognition plays in determining work motivation
Herzberg’s two factor theory: focuses on job satisfaction and dissatisfaction as 2 independent dimensions important in determining motivation.
Motivators: factors that lead to job satisfaction when present

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