MODULE 8.1 An Introduction to Motivation
The Central Position of Motivation in Psychology
Motivation (M) Concerns the conditions responsible for variations in intensity, persistence,
quality, and direction of ongoing behavior.
A Brief History of Motivation Theory in I‐O PsychologyO Psychology
-What was the name of inborn tendencies that directed behaviour of Freuds approach?
-instinct” was gradually replaced by Maslows need theory by which 3 terms?
-What emphasized the behaviourist approach? What is an example of a broader behaviourist
approach?
-What are the 2 metaphors by which all theories can be described?
-What is meant with limited rationality and person as judge?
-instincts
- “need,” “motive,” and “drive”
needs were thought to be inborn and universally present in humans. Because a great deal of
motivational research was being conducted on animals (studying hunger and thirst),
drives were the nonhuman equivalent of motives and needs. Maslow’s need theory allowed for
the environment to play a role in motivated behavior by suggesting that when one set of needs
was satisfied by environmental forces, the next higher set of needs became activated. While
Maslow’s theory is an important part of the history of motivation, it receives little research
attention these da
The behaviorist approach (Skinner) placed the emphasis for behavior directly on the environment
rather than on any internal needs or instincts. The disagreements between the behaviorists and
non-behaviorists became known as the nature‐O Psychologyversus‐O Psychologynurture controversy
Broader approaches allowed for the influence of the environment, but in a much less
mechanical way than suggested by the behaviorists
Lewin’s field theory broader approach, which proposed that various forces in the psychological
environment interacted and combined to yield a final course of action. Each force was thought to
have a “valence” (much like the valences of chemical elements) that attracted or repelled the
individual. The application of Lewin’s approach in industry became known as group dynamics
battle for “motivational superiority” between the behaviorists and the need theoristsBy 1960,
the emergence of cognitive psychology had resulted in a radical shift
cognitive theoryemphasized the thought and decision processes of the individual.
Today’s theories of motivation are largely cognitive and emotional at their foundation. The
differences among them are more a matter of what people think about and how they think about
choosing courses of action rather than any dispute regarding whether thought enters into
motivation.
Weiner suggests that all motivational theories can be described by one of two metaphors:
the person as machine and
the person as scientist
, modern motivational theory tends to view the individual as an active information gatherer (the
scientist metaphor) rather than a passive respondent to either internal or external stimuli (the
machine metaphor). Furthermore, it is increasingly obvious that the individual is not perfectly
rational in gathering and using information (limited rationality) Instead, the individual is
influenced by social information in the form of attributions involving the intentions of others (the
person‐as‐judge metaphoras‐as‐judge metaphorjudge metaphor)
The Meaning and Importance of Motivation in the Workplace
Motivation and Performance
-What is the premise of ProMES (Productivity Measurement and Enhancement System)?
-increasing the amount of time and effort that an individual devotes to a task (i.e., increasing the
task motivation for a person) will result in high levels of personal performance and increased
productivity for the organization:
Performance = (Motivation × Ability) – Situational Constraints
It is important to note the multiplication sign in this formula. This sign means that if motivation
is equal to zero, then ability will not matter since anything times zero equals zero
positive work environments result in motivated and satisfied employees as well as reputations
as some of the best companies to work for in the U.S.
Motivation and Work–Life Balance
-What is the concept of “energizing” an individual?
Workaholicmight be described as being too motivatedlacks work-life balance (If too much is
“spent” in one area, there is little left for other areas)
It was assumed that unless incentives were available, an individual would remain passive (not
much supported)
Current motivational discussions revolve around the concept of direction more than that of simple
energy enhancementAll people, unless ill or impaired, will expend energy in one way or another
Work motivation can only have meaning within the context of a rich and complex life in which
there are forces competing with the workplace for time and effort
The Central Position of Motivation in Psychology
Motivation (M) Concerns the conditions responsible for variations in intensity, persistence,
quality, and direction of ongoing behavior.
A Brief History of Motivation Theory in I‐O PsychologyO Psychology
-What was the name of inborn tendencies that directed behaviour of Freuds approach?
-instinct” was gradually replaced by Maslows need theory by which 3 terms?
-What emphasized the behaviourist approach? What is an example of a broader behaviourist
approach?
-What are the 2 metaphors by which all theories can be described?
-What is meant with limited rationality and person as judge?
-instincts
- “need,” “motive,” and “drive”
needs were thought to be inborn and universally present in humans. Because a great deal of
motivational research was being conducted on animals (studying hunger and thirst),
drives were the nonhuman equivalent of motives and needs. Maslow’s need theory allowed for
the environment to play a role in motivated behavior by suggesting that when one set of needs
was satisfied by environmental forces, the next higher set of needs became activated. While
Maslow’s theory is an important part of the history of motivation, it receives little research
attention these da
The behaviorist approach (Skinner) placed the emphasis for behavior directly on the environment
rather than on any internal needs or instincts. The disagreements between the behaviorists and
non-behaviorists became known as the nature‐O Psychologyversus‐O Psychologynurture controversy
Broader approaches allowed for the influence of the environment, but in a much less
mechanical way than suggested by the behaviorists
Lewin’s field theory broader approach, which proposed that various forces in the psychological
environment interacted and combined to yield a final course of action. Each force was thought to
have a “valence” (much like the valences of chemical elements) that attracted or repelled the
individual. The application of Lewin’s approach in industry became known as group dynamics
battle for “motivational superiority” between the behaviorists and the need theoristsBy 1960,
the emergence of cognitive psychology had resulted in a radical shift
cognitive theoryemphasized the thought and decision processes of the individual.
Today’s theories of motivation are largely cognitive and emotional at their foundation. The
differences among them are more a matter of what people think about and how they think about
choosing courses of action rather than any dispute regarding whether thought enters into
motivation.
Weiner suggests that all motivational theories can be described by one of two metaphors:
the person as machine and
the person as scientist
, modern motivational theory tends to view the individual as an active information gatherer (the
scientist metaphor) rather than a passive respondent to either internal or external stimuli (the
machine metaphor). Furthermore, it is increasingly obvious that the individual is not perfectly
rational in gathering and using information (limited rationality) Instead, the individual is
influenced by social information in the form of attributions involving the intentions of others (the
person‐as‐judge metaphoras‐as‐judge metaphorjudge metaphor)
The Meaning and Importance of Motivation in the Workplace
Motivation and Performance
-What is the premise of ProMES (Productivity Measurement and Enhancement System)?
-increasing the amount of time and effort that an individual devotes to a task (i.e., increasing the
task motivation for a person) will result in high levels of personal performance and increased
productivity for the organization:
Performance = (Motivation × Ability) – Situational Constraints
It is important to note the multiplication sign in this formula. This sign means that if motivation
is equal to zero, then ability will not matter since anything times zero equals zero
positive work environments result in motivated and satisfied employees as well as reputations
as some of the best companies to work for in the U.S.
Motivation and Work–Life Balance
-What is the concept of “energizing” an individual?
Workaholicmight be described as being too motivatedlacks work-life balance (If too much is
“spent” in one area, there is little left for other areas)
It was assumed that unless incentives were available, an individual would remain passive (not
much supported)
Current motivational discussions revolve around the concept of direction more than that of simple
energy enhancementAll people, unless ill or impaired, will expend energy in one way or another
Work motivation can only have meaning within the context of a rich and complex life in which
there are forces competing with the workplace for time and effort
