Maslow's Hierarchy of Needs

Five levels are

1. physiological
2. safety
3. social
4. esteem
5. self-actualization

Maslow

1. physiological

maslow's

2. safety

maslow's

criticisms

• little empirical support
• research has failed to support the five-level theory
• some people do not progress up the ladder as suggested
• satisfaction of one level does not lead to pursuit of higher levels

attempt to develop an empirical theory of need satisfaction

1. existence
2. relatedness
3. growth

alderfer's ERG Theory

differences from Maslow's

all three categories can operate simultaneously

frustration-regression hypothesis:

-an individual frustrated at higher level of need may focus energy on satisfying a lower level need

Job-related factors may be divided into 2 categories:

1. hygiene factors- elements that result from but do not involve the job itself (influence level of dissatisfaction
2. motivators- job elements that concern actual tasks and duties (influence satisfaction levels)

• pay
• security
• co-workers
• working conditions
• company policy
• work schedule
• supervisors

• responsibility
• growth
• challenge
• stimulation
• independence
• variety
• achievement
• control

herzberg's two-factor theory

what is required for motivation?

hygiene factors are necessary but not sufficient for motivation

hygiene factors and motivators are required for motivation

has little empirical support

henry murray

viscerogenic needs

primary needs that are based on biological demands and bodily changes

Examples 

• air, water, food, sex, heat, cold, and pain avoidance

secondary needs derived from primary needs

• achievement
• power
• recognition
• dominance
• aggression
• autonomy

need for achievement

need for ower

need for affiliation

occupational choice

high "need for achievement" people should make good business executives

(think about getting ahead, defining and solving problems)

people strive to maintain a state of equity

when inequity is perceived, tension results

when faced with tension people are motivated to reduce it

greater perceived inequity, greater motivation to reduce the tension

adam's equity theory

inputs

• education
• effort
• ability
• knowledge
• experience
• travel time
• child care

adam's equity theory

outputs

• compensation
• benefits
• recognition
• experience
• learning
• opportunities
• friendships

adam's equity theory

when employee's inputs > outputs  (underpaid) =

work less hard

become more selfish

have lower job satisfaction

adam's equity theory

when outputs > employee inputs (overpaid) = 

feel guilty

work harder

more team oriented

adam's theory of equity

how to reduce inequity?

change inputs

change outputs

alter perceptions

vroom expectancy theory

people's behaviors result from conscious choices among alternatives

individuals make rational decisions

relationships: effort -> performance ->outcome

vroom expectancy theory:

expectancy (E)

perceived relationship between the amount of effort an employee puts in and the resulting performance 

link between effort and performance

vroom expectancy theory:

instrumentality

the extent to which the worker's performance results in a particular outcome

link between performance and outcome

vroom expectancy theory:

valence (v)