gistfile1.txt

Work Motivation

I. Introduction

	Motivation - an internal state that energizes, directs and sustains behavior

	Work Motivation - the amount of effort a person exerts to achieve a level of job performace

	Why do people get motivated?
		1) fulfill unmet needs
		2) resolve conflicting thorughts that produce anxiety
	
	Why do Managers want to motivate employees?
		- to raise Performance

	Direction and Intensity of Motivation
		direction - what you want to get accomplished , the target or goal
		intensity - how hard you work to get that , the effort 
		- managers need to convey to employees both of these to maximize performance.
		


II. Content Theories - focuses on the CONTENT OF WHAT motivates people
	A. Manifest Needs Theory
		- primary needs - basic physical needs, like food, water
		- secondary needs - learned psychological needs like achievement, love, affiliation
		- laid groundwork for other studies
		
	B. Leanred Needs Theory
		1) Need for Achievement
			- how much people are motivated to excel at the tasks they are performing
			- Characteristics of high nAch people
				1) personally responsible for completing whatever tasks they are assigned. take credit and blame
				2) like situations where probability of success is moderate and accomplishable. the right target
				3) desire feedback. constantly ask how they are doing performing a task.
				
		2) Need for Affliation
			- desire to establsh and maintain warm and friendly relationships with other people
			- nAff people are very socialable, thus performing well in teams.
			
		3) Need for Power
			- the need to control things, especially other people
			- double edged sword. personal power vs social power (controlling other for the good of the company)
			- managers should exert a high need for social power
			
	C. Maslow's Hierarchy of Needs
		- grouped the 1000's of human needs into a managable set of 5
			1) Pysiologial and survial needs
				- water, food, sex, sleep, activity, stimulation, oxygen, etc.
			2) Safety and security needs
				- assure freedom from danger
			3) Social Needs
				- target of affection and love from other
			4) Ego and Esteem
				- need to be respected by others and to have esteem for ourself
			5) Self-Acutalization
				- to become more and more what one is, to become everything that one is capable of becoming
				- striving to always improve ones self

	D. Alderfer's ERG Theory
		- further condensed Maslows needs into three groups
			1) Existance Needs 
				- physiological and material Needs
			2) Relatedness Needs 
				- Social, Social Esteem, Interpersonal Saftey Needs
			3) Growth Needs
				- Internal Self-Esteem and Self Actualization Needs
			
		- Four components to Understanding ERG
			1) satisfaction progression
				- moving through our needs
		 	2) frustration 
				- attempt to fulfill a need but fail
			3) frustration regression
				- shift attention from a continually failing need to a more realizable one
			4) aspiration
				- growth is intrinsically satisfying. growth feeds on growth
				
	E. Herzbergs's Motivator-Hygiene Theory
		- Motivators 
			- growth needs
		- Hygene
			- avoiding pain
		
	F. Self-Determination Theory
		- extrinsic motivation 
			- when a person performs a given behavior to acquire something that will satsify a lower-order need
		- intrinsic motivation
			- arises out of performing a behavior becuse its interesting or fun
			
III. Process Theories of Motivation - focuses on the HOW people get motivated 
	A. Operant Conditioning Theory
		- people will do things they get rewarded for, and won't do things they get punished for
		
		- Operant Model
			1) stimulus - any situation or event we percieve that we then respond to
			2) response - any behavior or action we take in reaction to the stumulus
			3) consequence - any event that follows our response and that makes the respone more or less likely
				- reinforcement - occurs when a consequence makes things more likely to be repeated
				- extinction - occurs when a consquence makes things less likely to be repeated
		
		- Making a Response More Likely
			- positive reinforcement - after an action happends, reward to make something more likely to happen.
			- negative reinforcement - removing something negative to make a postive happen more often
		
		- Making a Response Less Likely
			- Punishment - a negative consequence for a negative action, to make it less desireable to repeat
			- Non-reinforcement - not doing anything for a action
			
		- Schedules of Reinforcement
			- blah blah blah
			
	B. Equity Theory
		- 
		
	C. Goal Theory
		- 
		
	D. Expectancy Theory
		- 
	
IV. Conclusion
	- If you are really interested in this type of stuff, take General Psychology