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Ch 11: Motivation in the Workplace Overview

About This Chapter

Use this chapter to review motivation in the workplace with your managers at their convenience. We've made sure this corporate training resources is available to you and your teams 24 hours a day on any mobile device or computer for easy access.

Motivation in the Workplace Overview - Chapter Summary

We've created this engaging chapter on motivation in the workplace to give you the information and tools you need to review these concepts with your management teams. Topics covered here include motivation theory, the Pygmalion effect and Herzberg's two-factor theory. Each video lesson covers these subjects in approximately ten minutes or less and is easy to navigate using the video tabs feature.

How It Helps

  • Simplifies training: Because this course is accessible from any tablet, smartphone or computer with an internet connection, you can use it with your teams no matter where they are located or the schedule that they work.
  • Provides knowledge: After completing this chapter, your employees will fully understand Alderfer's ERG theory and how it relates to employee motivation in the workplace.
  • Encourages strong teams: When your managers understand how to properly and successfully motivate their employees, stronger and more satisfied employees and teams result.

Skills Covered

Take a look at this chapter to help your management teams understand how to:

  • Outline needs-based and behavior-based motivation theory
  • Influence employee behavior using the Pygmalion effect
  • Detail Herzberg's two-factor theory
  • Discuss Alderfer's ERG theory and how it relates to employee motivation
  • Understand the acquired needs theory
  • Describe the reward and effort of the equity theory of motivation
  • Define Vroom's expectancy theory of employee motivation
  • Use consequences to motivate employees using Thorndike's reinforcement theory
  • Identify the use of goals to advance motivation per Locke's goal-setting theory
  • Differentiate between intrinsic and extrinsic rewards
  • Outline the different types of job redesign
  • Explain how to empower employees and improve employee performance
  • Detail job flexibility in the workplace

14 Lessons in Chapter 11: Motivation in the Workplace Overview
Test your knowledge with a 30-question chapter practice test
Motivation Theory: Needs-Based & Behavior-Based

1. Motivation Theory: Needs-Based & Behavior-Based

There are two schools of thought used to explain employee motivation in the workplace. Needs-based theory states that employees have certain needs that must be met in order to be motivated to perform. Behavior-based theory believes motivating factors influence behavior towards work.

The Pygmalion Effect: Influencing Employee Behavior

2. The Pygmalion Effect: Influencing Employee Behavior

Setting expectations for employee performance and behavior is one of the primary responsibilities of management. This lesson defines the Pygmalion Effect and describes how it is used to influence employee behavior.

The Pygmalion Effect: Scenario & Application

3. The Pygmalion Effect: Scenario & Application

In the lesson The Pygmalion Effect: Influencing Employee Behavior, you learned about the Pygmalion effect and how to use it to influence employee behavior. Here, you will apply this knowledge to scenarios both hypothetical and from your own workplace.

Herzberg's Two-Factor Theory: Hygiene Factors & Motivation

4. Herzberg's Two-Factor Theory: Hygiene Factors & Motivation

This lesson describes Frederick Herzberg's two-factor theory, which is based on the idea of how hygiene factors and satisfiers or motivators are used to provide satisfaction to employees in work environments.

Alderfer's ERG Theory & Employee Motivation in the Workplace

5. Alderfer's ERG Theory & Employee Motivation in the Workplace

Alderfer's ERG theory is a simplified version of Maslow's hierarchy of needs that suggests that all human needs can be accessed and satisfied simultaneously, rather than from the bottom up. Either way, as needs are satisfied, employees are motivated to strive to satisfy a new need.

Acquired Needs Theory: Need for Achievement, Power & Affiliation

6. Acquired Needs Theory: Need for Achievement, Power & Affiliation

Do you act out of a need for achievement, power or affiliation? This lesson describes the acquired needs theory and how one of the three types of needs affect us more than the others.

Equity Theory of Motivation: Reward & Effort

7. Equity Theory of Motivation: Reward & Effort

Have you ever noticed that some employees seem to work harder than others for the same reward? Why does that happen? This lesson explains how equity theory is used by managers to motivate employees by providing a high reward for equivalent efforts on part of the employee.

Vroom's Expectancy Theory of Employee Motivation

8. Vroom's Expectancy Theory of Employee Motivation

Finding the right equation for motivating employees can be challenging. This lesson explains how expectancy theory is used to motivate employees by increasing the motivation to act based on a set of specific criteria.

Thorndike's Reinforcement Theory: Using Consequences to Motivate Employees

9. Thorndike's Reinforcement Theory: Using Consequences to Motivate Employees

In the workplace, there are levels of acceptable behavior. As a manager, it is important to use appropriate techniques that reinforce acceptable behavior and deter inappropriate behavior. This lesson describes how reinforcement theory is used to influence employee behavior through consequences.

Locke's Goal-Setting Theory: Using Goals to Advance Motivation

10. Locke's Goal-Setting Theory: Using Goals to Advance Motivation

Locke's Goal-Setting Theory uses clear and challenging goals to advance employee motivation in the workplace. Goals that are well defined and challenging to attain are more likely to be met because they hold intrinsic and extrinsic value to the employee.

Reward Systems & Employee Behavior: Intrinsic & Extrinsic Rewards

11. Reward Systems & Employee Behavior: Intrinsic & Extrinsic Rewards

Have you ever wondered why some employees are more motivated than others to work at a higher level of productivity? This lesson explains how managers use intrinsic and extrinsic rewards to reinforce positive employee behavior.

Types of Job Redesign: Job Enrichment, Enlargement & Rotation

12. Types of Job Redesign: Job Enrichment, Enlargement & Rotation

Managers must be aware of ways to increase employee motivation. This lesson describes the various ways to redesign a job to encourage employees, including job enrichment, job enlargement and job rotation.

How to Empower Employees & Improve Employee Performance

13. How to Empower Employees & Improve Employee Performance

Empowered employees have the potential to reach high levels of productivity because they feel in control of their jobs. This lesson will describe how a manager can empower an employee to motivate employee performance.

Job Flexibility in the Workplace

14. Job Flexibility in the Workplace

It's tough to find the right balance between work and life, but many employers are helping to make that task a little easier. Watch this lesson to learn about job flexibility in the workplace, including flextime, a compressed workweek, and telecommuting.

Chapter Practice Exam
Test your knowledge of this chapter with a 30 question practice chapter exam.
Not Taken
Practice Final Exam
Test your knowledge of the entire course with a 50 question practice final exam.
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