4.1 Motivation to work

4.1.1 Need theories.

• Maslow's hierarchy of needs including five needs, including a study, e.g. Saeednia (2011).
• McClelland's theory of achievement motivation including need for achievement, affiliation and power.
• Relevant issues and debates and methodology for this topic include: application to everyday life, individual and situational explanations, cultural differences, determinism versus free-will, validity.

This matters because —need theories determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —need theories to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Need theories is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.

4.1.2 Cognitive theories.

• Latham and Locke's goal-setting theory including goal-setting principles.
• SMART goals.
• Vroom's VIE (expectancy) theory.
• Relevant issues and debates and methodology for this topic include: individual and situational explanations, cultural differences, reductionism versus holism, determinism versus free-will, idiographic versus nomothetic.

This matters because —cognitive theories determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —cognitive theories to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Cognitive theories is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.

4.1.3 Motivators at work.

• extrinsic motivators at work: types of reward systems including pay, bonuses, profit-sharing, performance-related pay.
• intrinsic motivators at work: non-monetary rewards including praise, respect, recognition, empowerment and a sense of belonging.
• Deci and Ryan's self-determination theory including competence, autonomy and relatedness (exemplified by the following key study).
• Key study for applying self-determination theory to motivational rewards: Landry et al. (2019), focus on study 1, specifics of methodology from study 2 will not be needed.

This matters because —motivators at work determines what can be inferred or chosen; begin with the stated conditions and keep the conclusion tied to the evidence.

Example: apply —motivators at work to one small, clearly defined case, show the key step or comparison, and explain the result in words.

Boundary: —Motivators at work is not a universal recommendation. Check the syllabus scope, assumptions, units and the limits of the evidence before generalising.