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The Extrinsic-Intrinsic Debate There are two major approaches to motivation:
Extrinsic views (behaviorist approach)—people are motivated by external rewards and punishments; this is also called the carrot and stick approach.
Intrinsic views (cognitive or humanist approach)—people are motivated by internal capacities, such as aspirations, perceptions, attitudes, or thoughts that can be motivating or demotivating.
The Western Electric Studies Revisited These studies are also called the Hawthorne
Studies (from the Hawthorne plant of Western Electric).
The term Hawthorne effect comes from these studies.
Hawthorne effect is defined as a direct relationship between behavior and psychological phenomena caused by unusual conditions in which people may be placed.
Impact of the Studies Many misread the results of these studies when
applying them to organizations. The Hawthorne effect does not simply mean that if you pay attention to someone and change conditions, their motivation will improve.
The Hawthorne experiments resulted in motivated employees through participative leadership in which people were part of a team that made important decisions for the organization.
Human Intelligence Howard Gardner explained that there are several
kinds of intelligence that are independent of one another (see Chapter 2).
William James and Sigmund Freud met in the US in 1909 and agreed on the importance of the individual, his/her personality, growth and fate.
Carl Jung, as student of Freud broke with Freud to suggest that motivation varied among people. His work laid the foundations for the concept of personality types.
Matina Horner’s work demonstrated that women were different than men in motivation, and she added a third form of motivation: fear of success.
She believed this to be based on fear of losing the social/cultural norm of femininity.
This is not just a female issue, as men are also motivated by fear of success, e.g., bright students may not want to appear to be successful by being singled out as a high achiever.
Herzberg’s Two-Factor Theory of Motivation Motivational Factors: these can lead to satisfaction.
On a continuum from satisfaction to no satisfaction (but not necessarily dissatisfied).
Maintenance Factors: these are required to be satisfied before motivational factors can work, and lack of which can lead to job dissatisfaction. On a continuum from no dissatisfaction to dissatisfaction