Human resource management practice I also available by michael armstrong

References

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Motivation

Key ConCePts and terms

Cognitive evaluation

Content (needs) motivation  

theory

Discretionary behaviour

Discretionary effort

Equity theory

Expectancy theory

Extrinsic motivation

Goal theory

Herzberg’s two-factor model of 

motivation

Intrinsic motivation

Instrumentality

Job characteristics model

Job satisfaction

Law of effect

Line of sight

Management by objectives

LearnIng outComes

On completing this chapter you should be able to define these key concepts. You should 

also understand:

 

●

The meaning of motivation

 

●

Types of motivation

 

●

The different motivation theories

 

●

Motivation and job satisfaction

 

●

Approaches to developing a motivation 

strategy

Introduction

Motivation is the force that energizes, directs and 

sustains behaviour. High performance is achieved by 

well-motivated people who are prepared to exercise 

discretionary effort, ie independently do more than 

is  expected  of  them.  Even  in  fairly  basic  roles, 

Hunter  et  al  (1990)  found  through  their  research 

that  the  difference  in  value-added  discretionary 

performance between ‘superior’ and ‘standard’ per-

formers was 19 per cent. For highly complex jobs 

it was 48 per cent. The aims of this chapter are to 

explore the meaning of motivation, define the two 

main types of motivation – intrinsic and extrinsic, 

describe and critically evaluate the main theories of 

motivation, discuss two related aspects of motivation 

– its relationship to job satisfaction and money, and 

outline approaches to motivation strategy.

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