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Drive reduction theory, developed by Clark Hull in 1943, is a major theory of motivation in the behaviorist learning theory tradition. [1] "Drive" is defined as motivation that arises due to a psychological or physiological need. [2] It works as an internal stimulus that motivates an individual to sate the drive. [3]
These were drive, cue, response and reward and were based on Hull's drive reduction theory of learning. [19] They used a similar construct to Hull's theory, however, they proposed that any strong stimulus could have motivating or drive properties without essentially being tied to the need of that particular organism. [20]
In psychology, a drive theory, theory of drives or drive doctrine [1] is a theory that attempts to analyze, classify or define the psychological drives. A drive is an instinctual need that has the power of driving the behavior of an individual; [2] an "excitatory state produced by a homeostatic disturbance".
The optimal stimulation level (OSL) is the amount of stimulation individuals seek in life. [1] In theories which consider human actions will be affected by motivational tendencies, the concept that for achieving a favorable stimulation level, social practices stimulated by pure desire plays a significant role.
According to the stimulus-response theory, the rat has learned to simply move to the right in the A to B trials, so if the new starting point was C, the rat would go to D. In contrast, Tolman's cognitive map explanation predicted the rat would return to point B even if starting at the new point, C.
I also would like add the following sentence at the beginning of the article. The current article does not credit Clark Hull with developing the Drive Reduction Theory. Drive Reduction Theory, developed by Clark Hull in 1943, was the first theory for motivation (Dewey, 2007). Reference: Dewey, R. (2007). Psychology: An introduction.
The foundation of the uncertainty reduction theory stems from the information theory, originated by Claude E. Shannon and Warren Weaver. [2] Shannon and Weaver suggests, when people interact initially, uncertainties exist especially when the probability for alternatives in a situation is high and the probability of them occurring is equally high. [6]
Furthermore, because clear goal specificity is essential to a properly designed goal-setting task, multiple goals can create confusion for the employee and the result is a muted overall drive. [15] Despite its flaws, Goal-setting Theory is arguably the most dominant theory in the field of I–O psychology; over one thousand articles and reviews ...