The document discusses various theories and approaches to motivation in the workplace. It covers traditional approaches like human relations and human resources theories, as well as more contemporary content theories like Maslow's hierarchy of needs and ERG theory. Process theories of motivation like expectancy theory and equity theory are also examined. Reinforcement theory and its use of rewards to motivate behavior is described. The impact of job design, empowerment, and giving work meaning on employee motivation are also discussed.

1. Motivation CHAPTER 19 0

7. A Simple Model of Motivation NEED-Creates desire to fulfill needs (food, friendship, recognition, achievement). BEHAVIOR-Results in actions to fulfill needs. REWARDS-Satisfy needs; intrinsic or extrinsic rewards. FEEDBACK-Reward informs person whether behavior was appropriate and should be used again. Exhibit 19.1 0

10. Maslow’s Hierarchy of Needs Exhibit 19.2 0

12. ERG Theory Existence Needs the needs for physical well-being Relatedness Needs the need for satisfactory relationships with others Growth Needs human potential, personal growth, and increased competence 0

13. Two Factor Motivation Theory Area of Satisfaction Area of Dissatisfaction Motivators influence level of satisfaction . Hygiene factors influence level of dissatisfaction Motivators Hygiene Factors Achievement Recognition Responsibility Work itself Personal growth Working conditions Pay and security Company policies Supervisors Interpersonal relationships Exhibit 19.4 0

19. Reinforcement Perspective on Motivation Reinforcement Tools Positive reinforcement in the administration of a pleasant and rewarding consequence. Avoidance learning is the removal of an unpleasant consequence following a desired behavior. Punishment is the imposition of unpleasant outcomes on an employee. Extinction is the withdrawal of a positive reward, behavior is no longer reinforced and hence is less likely to occur in the future. 0

20. Schedules of Reinforcement Continuous Reinforcement Partial Reinforcement Fixed-Interval Schedule Fixed-Ratio Schedule Variable-Interval Schedule Variable-Ratio Schedule 0

24. Job Characteristics Model Source: Adapted from J. Richard Hackman and G. R. Oldham, “Motivation through the Design of Work: Test of a Theory,” Organizational Behavior and Human Performance 16 (1976), 256. Exhibit 19.9 0

27. A Continuum of Empowerment Sources: Based on Robert C. Ford and Myron D. Fottler, “Empowerment: A Matter of Degree,” Academy of Management Executive 9, no. 3 (1995), 21-31; Lawrence Holpp, “Applied Empowerment,” Training (February 1994), 39-44; and David P. McCaffrey, Sue R. Faerman, and David W. Hart, “”The Appeal and Difficulties of Participative Systems,” Organization Science 6, no. 6 (November-December 1995), 603-627. Exhibit 19.11 0