Week 5 Discussion. Motivational Theories and Models
Think for a moment of a recent example of when you were particularly motivated at work. What drove your motivation? Was it the possibility of a reward or recognition? Was it the satisfaction of completing a difficult task or the opportunity to learn something new? You can probably think of a handful of factors that motivated you to work harder. Some of those factors could have been extrinsic (e.g., a bonus, salary increase, promotion, or an award) or intrinsic (e.g., the satisfaction of mastering a difficult task or the achievement of personal growth).
In this Discussion, you will examine motivational theories, which explain how specific individual and environmental factors affect employee motivation. For example, expectancy theory of motivation suggests that when employees want a reward (e.g., a promotion), believe that achieving the reward is possible (i.e., promotion is available), and believe that high performance will lead to the reward, they will be more motivated to work towards the reward. It is important to evaluate different theories of motivation to understand employee behavior in the workplace and to assess different organizational challenges, such as high absenteeism and turnover.
To prepare for this Discussion:
· Read Chapter 9 in the Aamodt text, Industrial/organizational Psychology: An Applied Approach. Pay particular attention to the similarities and differences among motivational theories. In addition, consider how you could apply motivational theories to reduce absenteeism and turnover in the workplace.
· Read the article, “Influence of Organizational Rewards on Organizational Commitment and Turnover Intentions.” Consider how social exchange theory accounts for improvements in employee turnover.
· Select an organization for which you currently work or have previously worked or a well-known organization (e.g., Amazon, Walmart, Facebook). Identify a motivational theory or model that you could apply to reduce absenteeism and turnover in the organization.
· Resources
Motivational Theories and Models
· Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.
o Chapter 9, “Employee Motivation” (pp. 321–356)
o Time Estimate: 60 minutes
· Nazir, S., Shafi, A., Qun, W., Nazir, N., & Tran, Q. D. (2016). Influence of organizational rewards on organizational commitment and turnover intentions. Employee RelationsLinks to an external site., 38(4), 596–619.
o Time Estimate: 70 minutes
Leadership
· Aamodt, M. (2016). Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.
o Chapter 12, “Leadership” (pp. 439–462)
o Time Estimate: 40 minutes
· Hogan, R., Curphy, G., Kaiser, R., & Chamorro-Premuzic, T. (2018). Leadership in organizations. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychologyLinks to an external site. (2nd ed., Vol. 2, pp. 269-287). London, UK: SAGE Publications, Ltd.
o Note: Chapter 12
o Time Estimate: 60 minutes
INSTRUCTIONS: Post a response to the following:
Compare and contrast two motivational theories/models. Then explain which theory or model might be better suited to reduce absenteeism and turnover in the organization you selected, and explain why. Use specific examples and evidence from the literature to support your argument.