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1. Motivation is a psychological force that determines the direction of person’s behavior in an organization; a person’s level of effort, and a person’s level of persistence.
Intrinsically motivated behavior is the behavior that is performed for its own sake.
Extrinsically motivated behavior is the behavior that is performed to acquire material or social rewards or to avoid punishment.
Outcome is anything a person gets from a job or organization.
Input is anything a person contributes to his or her job or organization.
2.
Need is a requirement or necessity for survival and well-being.
Need theories is the theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs.
Maslow’s hierarchy of needs is an arrangement of five basic needs that, according to Maslow, motivate behavior. Maslow proposed that the lowest level of unmet needs is the prime motivator and that only one level of needs is motivational at a time.
| Needs | Description | Examples of how managers can help people satisfy these needs at work |
| Physiological needs | Basic needs for things such as food, water, and shelter that must be met in order for a person to survive | By providing a level of pay that enables a person to buy food and clothing and have adequate housing |
| Safety needs | Needs for security, stability, and a safe environment | By providing job security, adequate medical benefits, and safe working conditions |
| Belongingness needs | Needs for social interaction, friendship, affection, and love | By promoting good interpersonal relations and organizing social functions such as company picnics and holiday parties |
| Esteem needs | The needs to feel good about oneself and one’s capabilities, to be respected by others, and to receive recognition and appreciation | By granting promotions and recognizing accomplishments |
| Self-actualization needs | The needs to realize one’s full potential as a human being | By giving people opportunity to use their skills and abilities to the fullest extent possible |
Herzberg’s motivator-hygiene theory is a need theory that distinguishes between motivator needs (related to the nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high.
Motivator needs: interesting work, autonomy, responsibility, being able to grow and develop on the job, sense of accomplishment and achievement.
Hygiene needs: pleasant and comfortable working conditions, pay, job security, good relationships with co-workers, and effective supervision.
According to Herzberg, when hygiene needs are not met, workers are dissatisfied, and when hygiene needs are met, workers are not dissatisfied. Satisfying hygiene needs, however, does not result in high levels of motivation or even high level of job satisfaction. For motivation and job satisfaction to be high, motivator needs must be met.
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