Motivational Theory Checklist Your Textbook References A Num

Question

Motivational Theory Checklistyour Textbook References A Number Of Name Motivational Theory Checklist your textbook references a number of names who have contributed to the concept of motivation theory, which in turn has helped the performance appraisal process. As a Human Resources Professional, you will want to understand these theories when you have to create performance measurement systems. Use the Internet to conduct additional research on the theorists listed below. You must use other sources other than your textbook. Create a three-column table in Microsoft Word. In the first column, create a heading called Theorist. In the second column, create a heading called Motivation Contribution, and in the third column, create a heading called Personal Application. In the first column, list the following contributors: R. DeCharms, E. L. Deci, Frederick Herzberg, Abraham H. Maslow, Henry A. Murray, Edward E. Lawler, III, Ernest J. McCormick, Lyman Porter, B.F. Skinner, F.W. Taylor, Kenneth S. Teel, Victor H. Vroom. In the second column, describe their contribution to motivation theory. In the third column, describe how their contributions to motivation can help you as an HR Professional. Make sure to cite your references using APA format.

Dr. Jack HW Helper · Accepted Answer

Introduction Understanding motivation theories is essential for Human Resources (HR) professionals, particularly when designing performance appraisal systems and employee motivation strategies. Over the years, numerous theorists have contributed valuable insights into what motivates individuals, and these theories continue to inform HR practices today. This paper provides an overview of prominent motivation theorists, their key contributions, and how these insights can be practically applied within HR functions. Theorist and Their Contributions Theorist Motivation Contribution Personal Application R. DeCharms DeCharms introduced the concept of perceived control over rewards and work, emphasizing intrinsic motivation. His theory suggests that when individuals believe they have control over their actions, they are more motivated (DeCharms, 1968). As an HR professional, fostering environments that enhance employees' sense of autonomy and control can boost intrinsic motivation, leading to higher engagement and productivity. E. L. Deci Deci is known for Self-Determination Theory, highlighting the importance of autonomy, competence, and relatedness in motivation. He distinguishes between intrinsic and extrinsic motivation (Deci & Ryan, 1985). Implementing policies that support employees' autonomy and skill development can foster intrinsic motivation, improving satisfaction and performance. Frederick Herzberg Herzberg's Two-Factor Theory distinguishes hygiene factors from motivators. Motivators such as achievement and recognition contribute to job satisfaction, while hygiene factors prevent dissatisfaction (Herzberg, 1959). HR strategies should focus on enhancing motivators and addressing hygiene factors to improve employee morale and motivation. Abraham H. Maslow Maslow's Hierarchy of Needs posits that individuals are motivated by a series of ascending needs, from physiological to self-actualization (Maslow, 1943). HR professionals can design incentive programs that a

Motivational Theory Checklist Your Textbook References A Num

Motivational Theory Checklistyour Textbook References A Number Of Name

Paper For Above instruction

Introduction

Theorist and Their Contributions

Conclusion

References

Theorist	Motivation Contribution	Personal Application
R. DeCharms	DeCharms introduced the concept of perceived control over rewards and work, emphasizing intrinsic motivation. His theory suggests that when individuals believe they have control over their actions, they are more motivated (DeCharms, 1968).	As an HR professional, fostering environments that enhance employees' sense of autonomy and control can boost intrinsic motivation, leading to higher engagement and productivity.
E. L. Deci	Deci is known for Self-Determination Theory, highlighting the importance of autonomy, competence, and relatedness in motivation. He distinguishes between intrinsic and extrinsic motivation (Deci & Ryan, 1985).	Implementing policies that support employees' autonomy and skill development can foster intrinsic motivation, improving satisfaction and performance.
Frederick Herzberg	Herzberg's Two-Factor Theory distinguishes hygiene factors from motivators. Motivators such as achievement and recognition contribute to job satisfaction, while hygiene factors prevent dissatisfaction (Herzberg, 1959).	HR strategies should focus on enhancing motivators and addressing hygiene factors to improve employee morale and motivation.
Abraham H. Maslow	Maslow's Hierarchy of Needs posits that individuals are motivated by a series of ascending needs, from physiological to self-actualization (Maslow, 1943).	HR professionals can design incentive programs that address different levels of needs, promoting overall employee growth and motivation.
Henry A. Murray	Murray emphasized the role of psychological needs and motivations, introducing the Thematic Apperception Test (TAT) to assess individual needs (Murray, 1938).	Personality assessments can help tailor motivation strategies to individual needs, improving engagement.
Edward E. Lawler, III	Lawler's Equity Theory focuses on perceived fairness in reward distribution, motivating individuals based on fairness and justice (Lawler, 1971).	Ensuring transparency and fairness in reward systems can enhance motivation and reduce workplace dissatisfaction.
Ernest J. McCormick	McCormick contributed to understanding social and environmental factors affecting motivation, emphasizing social recognition and support (McCormick, 1963).	Fostering a supportive organizational culture can boost motivation through social reinforcement and recognition.
Lyman Porter	Porter developed Expectancy Theory, which states that motivation depends on the expectancy of effort leading to performance and the valuation of rewards (Porter & Lawler, 1968).	Setting clear performance expectations and ensuring meaningful rewards can motivate employees effectively.
B.F. Skinner	Skinner's operant conditioning theory emphasizes reinforcement and punishment as key factors influencing behavior (Skinner, 1953).	Using positive reinforcement to reward desired behaviors can reinforce motivation and performance.
F.W. Taylor	Taylor's Scientific Management focused on optimizing work processes and monetary incentives to increase productivity (Taylor, 1911).	Applying efficiency principles and performance-based incentives can improve organizational productivity.
Kenneth S. Teel	Teel contributed to understanding psychological needs in the workplace, emphasizing goal setting and feedback (Teel, 1973).	Implementing goal-setting frameworks and providing feedback can enhance motivation and goal achievement.
Victor H. Vroom	Vroom developed Expectancy Theory, asserting that motivation is a function of expectancy, instrumentality, and valence (Vroom, 1964).	Enhancing employees' belief in their ability to succeed and linking performance to valued rewards can increase motivation.