CH. 8: MOTIVATION (BOOK) guaranteed
correct answers for top exam grades
DEFINING MOTIVATION PG.189-90 - ANSWER-According to ONE DEFINITION,
MOTIVATION is a FORCE that SERVES THREE FUNCTIONS: It ENERGIZES, or
CAUSES PEOPLE to ACT; it DIRECTS BEHAVIOR toward the ATTAINMENT of
specific GOALS; and it SUSTAINS the EFFORT expended in
reaching those goals. Because motivation CANNOT be observed directly, it is very
DIFFICULT to STUDY.
We can only infer motives either by observing goal-directed behavior or by using some
psychological measurement technique. According to FREDRICK TAYLOR, WORKERS
are MOTIVATED by MONEY and material gains, whereas ELTON MAYO stressed the
role that INTERPERSONAL NEEDS play in
motivating workers. Since these early days, more SOPHISTICATED THEORIES of
motivation have been developed. Some stress the importance of specific needs in
determining motivation. Other theories emphasize the connection between work
behavior and outcomes.
Motivation PG.189 - ANSWER-the FORCE that energizes, directs, and sustains
behavior
NEED THEORIES OF MOTIVATION PG.190 - ANSWER-Several motivation theories
assert that people have certain needs that are important in determining motivation.
NEEDS INVOLVE specific PHYSIOLOGICAL or PSYCHOLOGICAL DEFICIENCIES
that the organism is driven to satisfy. NEED THEORIES of motivation PROPOSE that
MOTIVATION is the PROCESS of the INTERACTION among various needs and the
drives to satisfy those needs.
BASIC NEED THEORIES PG.191 - ANSWER-Two basic need theories are those
proposed by ABRAHAM MASLOW and CLAYTOM ALDERFER. Both of these theories
maintain that SEVERAL DIFFERENT TYPES or categories of needs PLAY A ROLE IN
,HUMAN MOTIVATION. MASLOW'S theory, called the NEED HIERARCHY THEORY,
proposes FIVE CATEGORIES of NEEDS, which
FORM a HIERARCHY from the more basic human needs to more complex, higher-
order needs. According to MASLOW, the LOWER-order NEEDS (PHYSIOLOGICAL
needs, safety needs, and social needs)—what MASLOW called "DEFICIENCY
NEEDS"—must be SATISFIED in a STEP-by-STEP FASHION before an individual can
MOVE on to HIGHER-ORDER NEEDS (esteem and self-actualization needs)—what
Maslow referred to as "GROWTH NEEDS." Because HIGHER-ORDER needs are
UNLIKELY to be SATISFIED in the TYPICAL WORKER, there is also a constant
upward striving that explains why, for example, even successful, high-level executives
continue to exhibit considerable motivation.
Building in part on Maslow's theory is CLAYTON ALDERFER'S (1972) ERG theory,
which COLLAPSES MASLOW'S FIVE CATEGORIES of needs into THREE:
EXISTENCE NEEDS, which are similar to Maslow's basic physiological and safety
needs; relatedness needs, which stem from social interaction and are analogous to the
social needs in Maslow's hierarchy; and GROWTH NEEDS, which are the HIGHEST-
ORDER NEEDS, dealing with needs to develop fully and realize one's potential.
ALDERFER MADE PREDICTIONS SIMILAR to MALLOWS, that as EACH LEVEL of
NEED becomes SATISFIED, the NEXT HIGHER LEVEL becomes a strong
MOTIVATOR. Although both theories do a good job of describing various types of
needs and of distinguishing the lower- from the higher-order needs, BOTH THEORIES
are quite LIMITED. In particular, the predictions made by both theories about need-
driven behavior have not held up.
Need hierarchy theory PG.190 - ANSWER-a motivation theory, PROPOSED BY
MASLOW, that ARRANGES NEEDS in a hierarchy from LOWER, more basic needs TO
HIGHER-order needs
Needs PG.190 - ANSWER-PHYSIOLOGICAL or PSYCHOLOGICAL DEFICIENCIES
that an organism is compelled to FULFILL
ERG Theory PG.191 - ANSWER-
, MASLOW'S HIERARCHY OF NEEDS - ANSWER-1. PHYSIOLOGICAL needs: the
basic survival needs of food, water, air, sleep, and sex
2. SAFETY needs: the needs for physical safety (need for shelter) and needs related to
psychological security
3. SOCIAL needs: the need to be accepted by others and needs for love, affection, and
friendship
4. ESTEEM needs: the needs to be recognized for accomplishments and to be admired
and respected
by peers
5. SELF-ACTUALIZATION needs: the needs to reach one's highest potential and to
attain a sense of fulfillment; the highest level of need
MCCLELLAND'S ACHIEVEMENT MOTIVATION THEORY PG.191-194 - ANSWER-A
more COMPREHENSIVE NEED THEORY of motivation, and one that deals
SPECIFICALLY with WORK MOTIVATION, is DAVID MCClELLAND'S ACHIEVEMENT
MOTIVATION THEORY. This theory states that THREE NEEDS are central to work
motivation: the needs for ACHIEVEMENT, POWER, and AFFILIATION. According to
McClelland, people are motivated by different patterns of needs, or motives, terms that
he uses interchangeably. The three key motives, or needs, in his theory are as follows:
1. Need for ACHIEVEMENT—the compelling drive to SUCCEED and to GET the JOB
DONE. Individuals with a very high need for achievement are those who LOVE the
CHALLENGE of WORK. They are motivated by a desire to get ahead in the job, to
solve problems, and to be outstanding work performers. Need for achievement is also
associated with being task oriented, preferring situations offering moder- ate levels of
risk or difficulty, and desiring feedback about goal attainment.
2. Need for POWER—the need to DIRECT and CONTROL the ACTIVITIES OF
OTHERS and to be influential. Individuals with a high need for power are status oriented
and are more motivated by the chance to gain influence and prestige than to solve
particular problems personally or reach performance goals. McClelland talks about two
sides to the need for power: One is personal power that is used toward personal ends
and the other is institutional power, or power that is oriented toward organizational
objectives
correct answers for top exam grades
DEFINING MOTIVATION PG.189-90 - ANSWER-According to ONE DEFINITION,
MOTIVATION is a FORCE that SERVES THREE FUNCTIONS: It ENERGIZES, or
CAUSES PEOPLE to ACT; it DIRECTS BEHAVIOR toward the ATTAINMENT of
specific GOALS; and it SUSTAINS the EFFORT expended in
reaching those goals. Because motivation CANNOT be observed directly, it is very
DIFFICULT to STUDY.
We can only infer motives either by observing goal-directed behavior or by using some
psychological measurement technique. According to FREDRICK TAYLOR, WORKERS
are MOTIVATED by MONEY and material gains, whereas ELTON MAYO stressed the
role that INTERPERSONAL NEEDS play in
motivating workers. Since these early days, more SOPHISTICATED THEORIES of
motivation have been developed. Some stress the importance of specific needs in
determining motivation. Other theories emphasize the connection between work
behavior and outcomes.
Motivation PG.189 - ANSWER-the FORCE that energizes, directs, and sustains
behavior
NEED THEORIES OF MOTIVATION PG.190 - ANSWER-Several motivation theories
assert that people have certain needs that are important in determining motivation.
NEEDS INVOLVE specific PHYSIOLOGICAL or PSYCHOLOGICAL DEFICIENCIES
that the organism is driven to satisfy. NEED THEORIES of motivation PROPOSE that
MOTIVATION is the PROCESS of the INTERACTION among various needs and the
drives to satisfy those needs.
BASIC NEED THEORIES PG.191 - ANSWER-Two basic need theories are those
proposed by ABRAHAM MASLOW and CLAYTOM ALDERFER. Both of these theories
maintain that SEVERAL DIFFERENT TYPES or categories of needs PLAY A ROLE IN
,HUMAN MOTIVATION. MASLOW'S theory, called the NEED HIERARCHY THEORY,
proposes FIVE CATEGORIES of NEEDS, which
FORM a HIERARCHY from the more basic human needs to more complex, higher-
order needs. According to MASLOW, the LOWER-order NEEDS (PHYSIOLOGICAL
needs, safety needs, and social needs)—what MASLOW called "DEFICIENCY
NEEDS"—must be SATISFIED in a STEP-by-STEP FASHION before an individual can
MOVE on to HIGHER-ORDER NEEDS (esteem and self-actualization needs)—what
Maslow referred to as "GROWTH NEEDS." Because HIGHER-ORDER needs are
UNLIKELY to be SATISFIED in the TYPICAL WORKER, there is also a constant
upward striving that explains why, for example, even successful, high-level executives
continue to exhibit considerable motivation.
Building in part on Maslow's theory is CLAYTON ALDERFER'S (1972) ERG theory,
which COLLAPSES MASLOW'S FIVE CATEGORIES of needs into THREE:
EXISTENCE NEEDS, which are similar to Maslow's basic physiological and safety
needs; relatedness needs, which stem from social interaction and are analogous to the
social needs in Maslow's hierarchy; and GROWTH NEEDS, which are the HIGHEST-
ORDER NEEDS, dealing with needs to develop fully and realize one's potential.
ALDERFER MADE PREDICTIONS SIMILAR to MALLOWS, that as EACH LEVEL of
NEED becomes SATISFIED, the NEXT HIGHER LEVEL becomes a strong
MOTIVATOR. Although both theories do a good job of describing various types of
needs and of distinguishing the lower- from the higher-order needs, BOTH THEORIES
are quite LIMITED. In particular, the predictions made by both theories about need-
driven behavior have not held up.
Need hierarchy theory PG.190 - ANSWER-a motivation theory, PROPOSED BY
MASLOW, that ARRANGES NEEDS in a hierarchy from LOWER, more basic needs TO
HIGHER-order needs
Needs PG.190 - ANSWER-PHYSIOLOGICAL or PSYCHOLOGICAL DEFICIENCIES
that an organism is compelled to FULFILL
ERG Theory PG.191 - ANSWER-
, MASLOW'S HIERARCHY OF NEEDS - ANSWER-1. PHYSIOLOGICAL needs: the
basic survival needs of food, water, air, sleep, and sex
2. SAFETY needs: the needs for physical safety (need for shelter) and needs related to
psychological security
3. SOCIAL needs: the need to be accepted by others and needs for love, affection, and
friendship
4. ESTEEM needs: the needs to be recognized for accomplishments and to be admired
and respected
by peers
5. SELF-ACTUALIZATION needs: the needs to reach one's highest potential and to
attain a sense of fulfillment; the highest level of need
MCCLELLAND'S ACHIEVEMENT MOTIVATION THEORY PG.191-194 - ANSWER-A
more COMPREHENSIVE NEED THEORY of motivation, and one that deals
SPECIFICALLY with WORK MOTIVATION, is DAVID MCClELLAND'S ACHIEVEMENT
MOTIVATION THEORY. This theory states that THREE NEEDS are central to work
motivation: the needs for ACHIEVEMENT, POWER, and AFFILIATION. According to
McClelland, people are motivated by different patterns of needs, or motives, terms that
he uses interchangeably. The three key motives, or needs, in his theory are as follows:
1. Need for ACHIEVEMENT—the compelling drive to SUCCEED and to GET the JOB
DONE. Individuals with a very high need for achievement are those who LOVE the
CHALLENGE of WORK. They are motivated by a desire to get ahead in the job, to
solve problems, and to be outstanding work performers. Need for achievement is also
associated with being task oriented, preferring situations offering moder- ate levels of
risk or difficulty, and desiring feedback about goal attainment.
2. Need for POWER—the need to DIRECT and CONTROL the ACTIVITIES OF
OTHERS and to be influential. Individuals with a high need for power are status oriented
and are more motivated by the chance to gain influence and prestige than to solve
particular problems personally or reach performance goals. McClelland talks about two
sides to the need for power: One is personal power that is used toward personal ends
and the other is institutional power, or power that is oriented toward organizational
objectives
