2.5 - Motivation


  • Motivational impact of employees - very strong support from motivational theorists.
  • a team can be discredited if managers do not find out what the team is suited for and what is not suited for.

Other theories of motivation:

Content Theory: Mayo

Focus on internal factors - energize and and direct human behavior and that influence how much effort is put into a given task.

'Hawthorne Effect' - workers complet task as a group especially when they have had some input into the decision making process.

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2.5 - Motivation (2)

Content thoery: McClelland

Focus on research - what motivates people is that certain types of behavior and life experiences will determine individual needs.


- Achievement : High need of achievement - workers given challenging projects with goals. Frequent feedback should be given.

- Affiliation : High need for affiliation - workers will perform best in a cooperative working environment with opportunity to share ideas.

- Power : High need for power - workers seek opportunities to manage others and must be allowed to do so when possible.

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2.5 - Motivation (3)

Process theories: Vroom and Adams

Provide an opportunity to understand the thought process that influence hunman behavior.

Vroom's work (common to McClelland) - individuals try to achieve goals to satisfy their needs. However, individuals only act to achieve goals if they feek that there is a chance of success.

Expectancy theory - high level of expectancy lead to high levels of motivation (reverse is true)

Equity Theory

Key element - motivation is a function of a worker perceiving that the reward received for their efforts fully reflect their contribution.

Firms who use equity theory - ex: giving a worker time off for compassionate reasons - creates a 'fair environment' - very motivating !!

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