1 What are the three key elements of motivation?

Motivation; an internal state of an individual initiated by desire, need or drive that yields a goal
behavior.

It includes emotional, social, cognitive and biological forces to initiate behavior.

Three key elements:

– Intensity; how hard a person is trying to achieve the goal

– Direction; quality of effort

– Persistence; how extensive a person is trying to achieve the goals

2 What are some early theories of motivation? How applicable are they today?

The theories of motivation listed are Maslow Hierarchy theory, Theory X and Theory Y, Two-factor
theory, and Mcclelland theory of need. All these theories of motivation used by the supervisor in the
present time for encouraging the subordinates towards work.

3 How do the predictions of self-determination theory apply to intrinsic and extrinsic rewards?

The self-determination theory proposes that a greater sense of well-being and personal growth is
associated with following intrinsic motivation, more so than extrinsic. In other words, doing what fulfills
your inner self can encourage more growth than focusing on doing things for external rewards alone.

4 What are the implications of employee engagement for management?

Engaged workers are often the strongest performers and go above and beyond their job description.
This leads to an increase in employee productivity and project success. Gallup found that companies
with higher employee engagement saw a 21% increase in productivity compared to those with lower
engagement.

6 What are the similarities and differences between reinforcement theory and goal-setting theory?

Both involve setting objectives: In reinforcement theory, individuals are motivated by the consequences
of their actions, while in goal-setting theory, individuals are motivated by setting specific, challenging
goals.

7 How is organizational justice a refinement of equity theory?

8 What are the key tenets of expectancy theory?

The expectancy theory emphasizes the connection between effort, rewards, and goals. People are
motivated to work and contribute when they believe they'll achieve a positive outcome and be
rewarded for their efforts

9 What are some contemporary theories of motivation and how do they compare to one another?

• Self-Determination Theory

• Goal-Setting Theory

• Self-Efficacy Theory

• Reinforcement Theory

• Expectancy Theory

• Equity Theory

Self-Determination Theory

People prefer to feel they have control over their actions

Self-determination theory suggests that all humans have three basic psychological needs—autonomy,
competence, and relatedness

Goal-Setting Theory

Goal-setting theory is an organizational psychology theory. (It's also sometimes called the goal setting
theory of motivation). According to this theory, goals that are clear, specific, and challenging are more
motivating than vague goals or easy goals.

Self-Efficacy Theory

Self-efficacy refers to an individual's belief in his or her capacity to execute behaviors necessary to
produce specific performance attainments (Bandura, 1977, 1986, 1997). Self-efficacy reflects confidence
in the ability to exert control over one's own motivation, behavior, and social environment.
Reinforcement Theory

The reinforcement theory applied to the workplace means that organizations can change employees'
behaviors using rewards, punishments, and extinction.

Expectancy Theory

Expectancy theory suggests that individuals are motivated to perform if they know that their extra
performance is recognized and rewarded 

Equity Theory

Equity theory states that if an individual identifies an inequity between themselves and a peer

As an example of equity theory, if an employee learns that a peer doing exactly the same job as them is
earning more money, then they may choose to do less work, thus creating fairness in their eyes.

Herzberg's two-factor theory is a motivation theory that suggests that satisfaction and dissatisfaction at
work are influenced by two sets of factors: hygiene factors and motivators. Hygiene factors are basic job
necessities, such as working conditions and salary that, if not met, can cause dissatisfaction.