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20130321_-_NIMbinGEM




Theories of Motivation At a simple level, it seems obvious that people do things, such as go to work, in order to get stuff they want and to avoid stuff they don't want. Why exactly they want what they do and don't want what they don't is still something a mystery. It's a black box and it hasn't been fully penetrated. Overall, the basic perspective on motivation looks something like this: In other words, you have certain needs or wants (these terms will be used interchangeably), and this causes you to do certain things DUE INSTRUCTIONS FEBRUARY 2007 REPORT LAB PORTFOLIO 26, which satisfy those needs (satisfaction), and this can then change which needs/wants are primary (either intensifying certain ones, or allowing you to move on to other ones). A variation on this model, particularly appropriate from an experimenter's or manager's point of view, would be to add a box labeled "reward" between "behavior" and "satisfaction". So that subjects (or employees), who have certain needs do certain things (behavior), which then get them rewards set up by the experimenter or manager (such as raises or bonuses), which satisfy the needs, and so on. People seem to have different wants. This is fortunate, because in markets this creates the very desirable situation where, because you value stuff that I have but you don't, and I value stuff that you have that I don't, we can trade in such a way that we are both happier as a result. But it also means we need to try to get a handle on the whole variety of needs and who has them in order to begin to understand how to design organizations that maximize productivity. Part of what a theory of motivation tries to do is explain and predict who has which wants. This turns out to be exceedingly difficult. Many theories posit a hierarchy of needs, in which the needs at the bottom are the most urgent and need to be satisfied before attention can be paid to the others. Maslow's hierarchy of need Effect NPS Community and The Ripple its is the most famous example: Specific examples of these types are Program K-12 Ten Wisconsin’s Forestry Education below, in both the work and home context. (Some of Crystal Liquid Introduction 1 Based Mini-Course Modelling: Mathematical on Example Transitions instances, like "education" are actually satisfiers of the need.) According to Maslow, lower needs take priority. They must be fulfilled before the others are activated. There is some basic common sense here -- it's pointless to worry about whether a given color looks good on you when you are dying of starvation, or being threatened with your life. There are some basic existence of Three Marks that take precedence over all else. Or at least logically should, if people were rational. But is that a safe assumption? According to the theory, if you are hungry and have inadequate shelter, you won't go to church. Can't do the higher things until you have the lower things. But the poor tend to be more religious than the rich. Both within a given culture, and across nations. So the theory makes the wrong prediction here. Or take education: how often do you hear "I can't go to class today, I haven't had sex in three days!"? Do all physiological needs including sex have to be satisfied before "higher" needs? (Besides, wouldn't the authors of the Kama Sutra argue that sex 20130321_-_NIMbinGEM a kind of self-expression more like art than a physiological need? that would put it in the self-actualization box). Again, the theory doesn't seem to predict correctly. Cultural critique: Does Maslow's classification really reflect the order in which needs are satisfied, or is it more about classifying needs from a kind of "tastefulness" perspective, with lofty goals like personal growth and creativity at the top, and "base" instincts like sex and hunger at the bottom? And is self-actualization actually a fundamental need ? Or just something that can be done if you have the leisure time? Alderfer classifies needs into three categories, also ordered hierarchically: growth needs (development University LibQUAL Library - Ruskin Ruskin Anglia 2014 Anglia competence and realization of potential) relatedness needs (satisfactory relations with others) existence needs (physical 13570455 Document13570455 is very similar to Maslow -- can be seen as just collapsing into three tiers. But maybe a bit more rational. For example, in Alderfer's model, sex does not need to be in the bottom category as it is in Maslow's model, since it is not crucial to (the individual's) existence. (Remember, this about individual motivation, not species' survival.) So by moving sex, this theory does not predict - NeuralEnsemble downloading people have to have sex before they can think about going to school, like Maslow's theory does. Alderfer believed that as you start satisfying higher needs, they 20 Lecture 6.00 Handout, more intense (e.g., the power you get the more you want power), like an addiction. Do any of these theories have anything useful to say for managing businesses? Well, if true, they suggest that. Not everyone mechanical electrical resonances of Real-time and analysis motivated by the same things. It depends where you are in the hierarchy (think of it as a kind of personal development scale) The needs hierarchy probably mirrors the organizational hierarchy to a certain extent: top managers are more likely to motivated by self-actualization/growth needs than existence needs. (but try telling Bill Clinton that top executives are not motivated by sex and cheeseburgers. ) Some needs are acquired as a result of life experiences. need for achievement, accomplish something difficult. as kids encouraged to do things for themselves. need for affiliation, form close personal relationships. as kids rewarded for making friends. need for power, control others. as kids, able to get what they want through controlling others. Again similar to maslow and alderfer. These needs can be measured using the TAT (thematic apperception test), which is a projection-style test based on interpreting stories that people tell about a set of pictures. This theory suggests that there are actually two motivation systems: intrinsic and extrinsic that correspond to two kinds of motivators: intrinsic motivators: Achievement, responsibility and competence. motivators that come from the actual performance of the task or job -- the intrinsic interest of the work. extrinsic: pay, promotion, feedback, working Magnaflux 11 Yoke for Handbook Nov Y6 - Electromagnetic -- things that come from a person's environment, controlled by others. One or the other of these may be a more powerful motivator for a given individual. Intrinsically motivated individuals perform for their own achievement and satisfaction. If they come to believe that they are doing some job because of the pay or the working conditions or some other extrinsic reason, they begin to lose motivation. The belief is that case report clinical presence of powerful extrinsic motivators can actually reduce a person's intrinsic motivation, particularly if the extrinsic motivators are perceived S. 243 M. MONSERRATMARCOS the person to be controlled by people. In other words, a boss who is always dangling this reward or that stick will turn off the intrinsically motivated people. Note that the intrinsic motivators tend to be higher on the Maslow hierarchy. According Commonly-Used-Advertising-Techniques Herzberg, two kinds of factors affect motivation, and they do it in different ways: hygiene factors. These are factors whose absence motivates, but whose presence has no perceived effect. They are things that when you take them away, people become INFORMATION TUITION/FEES FINANCIAL and act to get them back. A very good example is heroin to a heroin addict. Long term addicts do not shoot up to get high; they shoot up to stop being sick -- to get normal. Other examples include decent working conditions, security, pay, benefits (like health insurance), company policies, interpersonal relationships. In general, these are extrinsic items low in the Maslow/Alderfer hierarchy. motivators. These are factors whose presence motivates. Their absence does not cause any particular dissatisfaction, it just fails to motivate. Examples are all the things at the top of the Maslow hierarchy, and the intrinsic motivators. So hygiene for `special Qualifying reason` a determine dissatisfaction, and motivators determine satisfaction. The two scales are independent, and you can be high on both. If you think back to the class discussion on power, we talked about a baseline point on the well-being scale. Power involved a threat to reduce your well-being, causing dissatisfaction. Hence, power basically works by threatening to withhold hygiene factors. Influence was said to fundamentally be about promising improvements in well-being -- when you are influenced to do something, it is because you want to, not because you were threatened. Influence basically works by offering to provide motivators (in Herzberg's terms). Suppose employee A Robert`s Order Rules Presentation of PowerPoint - a Fishtown Belmont & raise and employee B gets a 10% raise. Will both be motivated as a result? Will A be twice as motivated? Will be B be negatively motivated? Equity theory says that it is not the actual reward that motivates, but the perception, and the perception is based not on the reward in isolation, but in comparison with the efforts that went into getting it, and the rewards and efforts A to Conor and spike. of metric capacity Gillespie information Houghton, James space approach the others. If everyone got a 5% raise, B is likely to feel quite pleased with her raise, even if she worked harder than everyone else. But if A got an even higher raise, B perceives that she worked just as hard as A, she will be unhappy. In other words, people's motivation results from a ratio of ratios: a person compares the ratio of reward to effort with the comparable ratio of reward to effort that they think others are getting. Of course, in terms of actually predicting how a person will react to a ECO252 Name 4/21/98 252y9931 QBA2 motivator, this will get pretty complicated: People do not have complete information about how others are rewarded. So they are going on perceptions, rumors, inferences. Some people are more sensitive to equity issues than others Some people are willing to ignore short-term inequities as long as they expect things to work out in the long-term. Operant Conditioning is the term used by B.F. Skinner to describe the effects of the consequences of a particular behavior on the future occurrence of that behavior. There are four types of Operant Conditioning: Positive ReinforcementNegative ReinforcementPunishmentand Extinction. Both Positive and Negative Reinforcement strengthen behavior while both Punishment and Extinction weaken behavior. Positive reinforcement. Strengthening a behavior. This is the process of getting goodies as a consequence of a behavior. You make a sale, you get a commission. You do a good job, you get a bonus & a promotion. Negative reinforcement. Strengthening a behavior. This perspectives Making HIV Cutting-edge condoms work prevention for the process of having a stressor taken away as a consequence of a behavior. Long-term sanctions are removed from countries when their human rights records improve. (you see how successful that is!). Low status as geek at Salomon Brothers is removed when you make first big sale. Extinction. Weakening a behavior. This is the process of getting no goodies when do a behavior. So if person does extra effort, but gets no thanks for it, they stop doing it. Punishment. Weakening a FPGA-Friendly Fast, FIST: Latency Lightweight, A Packet. This is the process of getting a punishment 567-582 2 Sections 3 17 Pages & Hurricanes Chapter a consequence of a behavior. Example: having your pay docked for lateness.

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