19 Lecture - Contemporary Motivational Theories

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19 Lecture

MGT211

Midterm & Final Term Short Notes

Contemporary Motivational Theories

Contemporary motivational theories are a set of ideas that explain why people are motivated and how they are motivated. These theories provide insights into how to improve employee motivation, satisfaction, and productivity. They include Self-de


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  1. Which of the following is a contemporary motivational theory? A) Maslow's Hierarchy of Needs B) Expectancy Theory C) Herzberg's Two-Factor Theory D) Alderfer's ERG Theory Answer: B

  2. Which of the following is not a component of Self-Determination Theory? A) Autonomy B) Competence C) Relatedness D) Expectancy Answer: D

  3. According to Equity Theory, which of the following is a source of tension for employees? A) Overcompensation B) Undercompensation C) Promotion opportunities D) Fringe benefits Answer: B

  4. Which of the following is a key concept of Goal-Setting Theory? A) Task feedback B) Task complexity C) Task significance D) Task variety Answer: A

  5. Which of the following is not a core element of the Job Characteristics Model? A) Task identity B) Autonomy C) Feedback D) Perceived organizational support Answer: D

  6. According to Self-Efficacy Theory, which of the following is a key determinant of an individual's self-efficacy? A) Expectancy B) Valence C) Outcome goals D) Prior experiences Answer: D

  7. Which of the following is a limitation of Expectancy Theory? A) It fails to account for individual differences B) It ignores the importance of intrinsic motivation C) It assumes that individuals make rational decisions D) It is too complex to be practically applied Answer: C

  8. Which of the following is not a need category in the Self-Determination Theory? A) Autonomy B) Competence C) Relatedness D) Esteem Answer: D

  9. According to the Job Characteristics Model, which of the following is a critical psychological state? A) Autonomy B) Skill variety C) Task significance D) Experienced meaningfulness of work Answer: D

  10. Which of the following is a limitation of Self-Determination Theory? A) It ignores the importance of extrinsic rewards B) It does not consider cultural differences C) It fails to account for individual differences D) It lacks empirical support Answer: B



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  1. What is the definition of motivation? Answer: Motivation is the driving force that helps individuals to achieve their goals and desires.

  2. What is the difference between intrinsic and extrinsic motivation? Answer: Intrinsic motivation comes from within an individual, such as a personal interest in a task or a sense of satisfaction. Extrinsic motivation is external to the individual, such as rewards, recognition, or punishment.

  3. What is self-determination theory? Answer: Self-determination theory proposes that individuals have innate psychological needs for autonomy, competence, and relatedness, and that these needs drive motivation.

  4. How does self-efficacy influence motivation? Answer: Self-efficacy is an individual's belief in their ability to succeed at a task. Higher levels of self-efficacy can lead to greater motivation to take on challenging tasks.

  5. What is the job characteristics model? Answer: The job characteristics model is a framework that identifies the key factors that influence job satisfaction and motivation, including skill variety, task identity, task significance, autonomy, feedback, and work environment.

  6. What is the equity theory of motivation? Answer: The equity theory of motivation proposes that individuals are motivated by a sense of fairness and justice, and will compare their own inputs (such as effort or contributions) to their outcomes (such as rewards or recognition) with those of others.

  7. How does goal setting theory relate to motivation? Answer: Goal setting theory suggests that individuals are motivated by specific, challenging goals, and that the level of motivation is influenced by factors such as feedback, goal difficulty, and goal acceptance.

  8. What is the self-regulation theory of motivation? Answer: The self-regulation theory of motivation suggests that individuals set goals and then use various strategies, such as self-monitoring and self-reward, to regulate their own behavior and increase their motivation.

  9. How do organizational culture and leadership influence motivation? Answer: Organizational culture and leadership can influence motivation by shaping the values and beliefs of employees, creating a sense of community and purpose, and providing direction and support.

  10. How can motivation be effectively managed in the workplace? Answer: Motivation can be effectively managed by providing challenging tasks, offering rewards and recognition, fostering a positive work environment, providing clear goals and feedback, and supporting employee autonomy and self-regulation.

Contemporary motivational theories are essential to understanding how to motivate employees and improve their performance. One such theory is Self-Determination Theory, which proposes that individuals are naturally motivated to satisfy three basic needs: autonomy, competence, and relatedness. Autonomy refers to the ability to make choices and have control over one's actions. Competence refers to the ability to master tasks and feel capable of achieving goals. Relatedness refers to the need for social connections and positive relationships with others. Another important theory is Expectancy Theory, which proposes that motivation is based on an individual's belief that their effort will lead to performance, and that their performance will lead to specific outcomes. This theory suggests that people are motivated to put in effort when they believe it will result in a desired outcome. The Equity Theory is also an essential motivational theory that suggests that employees compare their inputs (efforts, skills, experience) to their outcomes (salary, rewards, recognition) with the inputs and outcomes of their peers. The theory suggests that employees are motivated when they perceive that their outcomes are equitable to their inputs, and that inequities lead to a lack of motivation and dissatisfaction. Additionally, Goal-Setting Theory proposes that specific and challenging goals increase motivation and performance by providing clear targets to work towards, whereas Vroom’s Expectancy Theory proposes that people are motivated to pursue goals that are important to them, and that they believe they can achieve with their current skills and abilities. Lastly, Self-Efficacy Theory suggests that employees' belief in their ability to perform a task impacts their motivation and performance. By providing opportunities for skill-building and training, employers can increase employees' self-efficacy and motivation to perform better. Overall, these contemporary motivational theories provide insights into how to improve employee motivation and performance by focusing on their basic needs, setting clear goals, and creating equitable work environments.

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