HRM360: Study Guide For Exam #2
● Motivation: the reason or reasons one has for acting or behaving in a particular way.
● Work motivation: emotional and mental forces that influences the directions of one's
behavior
● Elements of Work Motivation: Direction of behavior, level of effort, level of persistence
● Direction of behavior: the behaviors a person perform in an organization
● Level of Effort: How hard does a person work to perform a chosen behavior?
● Level of persistence: When faced with obstacles, roadblocks, and stone walls, how hard
does a person keep trying to perform a chosen behavior successfully?
● Intrinsic motivation: A desire to perform a behavior for its own sake
● Extrinsic motivation: A desire to perform a behavior to receive promised rewards or
avoid threatened punishment
● Theories of Work Motivation:
○ Need theory
○ Maslow’s Hierarchy of Needs:
■ 5 universal needs that human needs
■ (level 1) Physiological Needs, (low): the most basic human needs to be
satisfied-water, food, shelter, and clothing
■ (level 2) Safety and Security,
■ (level 3) Relationships, Love and Affection (Belongingness needs): need
for social interaction love and affection
■ (level 4) Self Esteem: Feeling good about yourself and accepting a
realistic view of your strengths and weaknesses (ex. Promotion)
■ (level 5) Self Actualization (high) The process by which people achieve
their full potential
○ Need Theory: A group of theories about work motivation of theories about work
motivation that focus on employees’ need as the sources of motivation
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https://www.coursehero.com/file/248041963/HRM360-Study-Guide-For-Exam-2-pdf/
, ○ Alderfer’s ERG theory: Individuals are motivated by three primary needs:
existence (basic physical needs), relatedness (connection with others), and growth
(personal development)
■ Existence needs (the lowest level need): basic needs for food, water,
clothing, shelter, and a secure and safe environment
■ Relatedness need (medium level need): connection with others
■ Growth needs (Highest level need): the needs for self-development and
creative and productive work (improving skills and abilities)
● Maslow’s Hierarchy of Needs vs Aldefer’s ERG Theory
○ Maslow’s- believes that a low level need must be satisfied before a higher need
level can be a motivator
● Expectancy Theory: the theory that people will be motivated to the extent to which they
believe that their efforts will lead to good performance, that good performance will be
rewarded, and that they will be offered attractive rewards
● 5 basic components of expectancy theory
1. Outcomes: the results or consequences
2. Valence: the value an outcome holds for the person contemplating it
3. Instrumentality: that performance will lead to outcomes
4. Expectancy: effort will lead to completing performance
5. Force: how motivated we are to somethings
a. Force = Expectancy (sum of valence times instrumentality)
● Equity theory: a theory that states that people will be motivated when they perceive that
they are being treated fairly (fairness between outcomes and inputs)
● Overpayment inequity: The inequity that exists when a person perceives that his or her
own outcome- input ratio is greater than the ratio of a referent
● Underpayment inequity: The inequity that exists when a person perceives that his or her
own outcome-input ratio is less than the ratio of a referent.
● Ways to restore equity:
○ 1. Change your inputs or outcomes
○ 2. Change the referent’s inputs or outcomes
○ 3. Change perceptions of the situation
○ 4. Change the referent
○ 5. Leave the job or organization
This study source was downloaded by 100000897367967 from CourseHero.com on 06-03-2025 05:43:35 GMT -05:00
https://www.coursehero.com/file/248041963/HRM360-Study-Guide-For-Exam-2-pdf/
● Motivation: the reason or reasons one has for acting or behaving in a particular way.
● Work motivation: emotional and mental forces that influences the directions of one's
behavior
● Elements of Work Motivation: Direction of behavior, level of effort, level of persistence
● Direction of behavior: the behaviors a person perform in an organization
● Level of Effort: How hard does a person work to perform a chosen behavior?
● Level of persistence: When faced with obstacles, roadblocks, and stone walls, how hard
does a person keep trying to perform a chosen behavior successfully?
● Intrinsic motivation: A desire to perform a behavior for its own sake
● Extrinsic motivation: A desire to perform a behavior to receive promised rewards or
avoid threatened punishment
● Theories of Work Motivation:
○ Need theory
○ Maslow’s Hierarchy of Needs:
■ 5 universal needs that human needs
■ (level 1) Physiological Needs, (low): the most basic human needs to be
satisfied-water, food, shelter, and clothing
■ (level 2) Safety and Security,
■ (level 3) Relationships, Love and Affection (Belongingness needs): need
for social interaction love and affection
■ (level 4) Self Esteem: Feeling good about yourself and accepting a
realistic view of your strengths and weaknesses (ex. Promotion)
■ (level 5) Self Actualization (high) The process by which people achieve
their full potential
○ Need Theory: A group of theories about work motivation of theories about work
motivation that focus on employees’ need as the sources of motivation
This study source was downloaded by 100000897367967 from CourseHero.com on 06-03-2025 05:43:35 GMT -05:00
https://www.coursehero.com/file/248041963/HRM360-Study-Guide-For-Exam-2-pdf/
, ○ Alderfer’s ERG theory: Individuals are motivated by three primary needs:
existence (basic physical needs), relatedness (connection with others), and growth
(personal development)
■ Existence needs (the lowest level need): basic needs for food, water,
clothing, shelter, and a secure and safe environment
■ Relatedness need (medium level need): connection with others
■ Growth needs (Highest level need): the needs for self-development and
creative and productive work (improving skills and abilities)
● Maslow’s Hierarchy of Needs vs Aldefer’s ERG Theory
○ Maslow’s- believes that a low level need must be satisfied before a higher need
level can be a motivator
● Expectancy Theory: the theory that people will be motivated to the extent to which they
believe that their efforts will lead to good performance, that good performance will be
rewarded, and that they will be offered attractive rewards
● 5 basic components of expectancy theory
1. Outcomes: the results or consequences
2. Valence: the value an outcome holds for the person contemplating it
3. Instrumentality: that performance will lead to outcomes
4. Expectancy: effort will lead to completing performance
5. Force: how motivated we are to somethings
a. Force = Expectancy (sum of valence times instrumentality)
● Equity theory: a theory that states that people will be motivated when they perceive that
they are being treated fairly (fairness between outcomes and inputs)
● Overpayment inequity: The inequity that exists when a person perceives that his or her
own outcome- input ratio is greater than the ratio of a referent
● Underpayment inequity: The inequity that exists when a person perceives that his or her
own outcome-input ratio is less than the ratio of a referent.
● Ways to restore equity:
○ 1. Change your inputs or outcomes
○ 2. Change the referent’s inputs or outcomes
○ 3. Change perceptions of the situation
○ 4. Change the referent
○ 5. Leave the job or organization
This study source was downloaded by 100000897367967 from CourseHero.com on 06-03-2025 05:43:35 GMT -05:00
https://www.coursehero.com/file/248041963/HRM360-Study-Guide-For-Exam-2-pdf/
