Chapter 13 Motivation
MGMT
Chuck Williams
Designed & Prepared by B-books, Ltd.
1
What Is Motivation?
After reading this section, you should be able to:
1. explain the basics of motivation.
Motivation
Direction
Initiation
Persistence
Basics of Motivation
Effort and Performance Extrinsic and Intrinsic Rewards
Need Satisfaction
Motivating People
1
4
Effort and Performance
Effort Initiation Direction Persistence Performance
1.1
5
Effort and Performance
Job Performance = Motivation x Ability x Situational Constraints
1.1
Job performance how well someone performs the job Motivation effort put forth on the job Ability capability to do the job Situational Constraints external factors affecting performance
6
Need Satisfaction
Needs physical or psychological requirements must be met to ensure survival and well being Unmet needs motivate people Three approaches: Maslows Hierarchy of Needs Alderfers ERG Theory McClellands Learned Needs Theory
1.2
7
Adding Needs Satisfaction to the Model
1.2
8
Maslows Hierarchy of Needs
Self-Actualization
Esteem
Belongingness
Safety
Physiological 1.2
9
Aldefers ERG Theory
Growth
Relatedness
Existence
1.2
10
McClellands Learned Needs Theory
Power
Achievement
Affiliation
1.2
11
Needs Classification
Maslows Hierarchy Higher -Order Needs
SelfActualization Esteem Belongingness
Alderfers ERG
Growth Relatedness
McClellands Learned Needs
Power Achievement Affiliation
Lower- Safety Order Physiological Needs
Existence
1.2
12
Extrinsic and Intrinsic Rewards
Extrinsic Rewards
tangible and visible to others contingent on performance
Intrinsic Rewards
natural rewards associated with performing the task for its own sake
1.3
13
Extrinsic Rewards
Extrinsic Rewards motivate people to: Join the organization Regularly attend their jobs Perform their jobs well Stay with the organization
1.3
14
Intrinsic Rewards
Intrinsic Rewards include: Sense of accomplishment Feeling of responsibility
Chance to learn something new
The fun that comes from performing an interesting, challenging, and engaging task
1.3
15
The Most Important Rewards
Good benefits
Extrinsic
Health insurance
Job security Vacation time Interesting work
Intrinsic
1.3
Learning new skills
Independent work situations
16
Adding Rewards to the Model
1.3
17
Motivating with the Basics
Ask people what their needs are
Satisfy lower-order needs first
Expect peoples needs to change
Satisfy higher order needs by looking for ways to allow employees to experience intrinsic rewards
1.4
18
How Perceptions and Expectations Affect Motivation
After reading these sections, you should be able to: 2. use equity theory to explain how employees perceptions of fairness affect motivation. 3. use expectancy theory to describe how workers expectations about rewards, effort, and the link between rewards and performance influence motivation.
19
Equity Theory
Components of Equity Theory
Reaction to Perceived Inequity
Motivating People Using Equity Theory
2
20
Components of Equity Theory
Inputs
employee contributions to the organization
Outcomes
rewards employees receive from the organization
Referents
comparison others
Outcome/input (O/I) ratio
Outcomesself = Outcomesreferent Inputsself Inputsreferent
21
2.1
Inequity
When a persons O/I ratio differs from their referents O/I ratio Underreward referents O/I ratio is greater than yours experience anger or frustration Overreward referents O/I ratio is less than yours experience guilt
2.1
22
How People React to Perceived Inequity
Reduce inputs Increase outcomes Rationalize inputs or outcomes Change the referent Leave
2.2
23
Adding Equity Theory to Model
2.2
24
Motivating with Equity Theory
Look for and correct major inequities Reduce employees inputs Make sure decision-making processes are fair
distributive justice procedural justice
2.3
25
Expectancy Theory
Components of Expectancy Theory Motivating with Expectancy Theory
3
26
Components of Expectancy Theory
Valence
Expectancy
Instrumentality
3.1
27
Adding Expectancy Theory to Model
3
28
Motivating with Expectancy Theory
Systematically gather information to find out what employees want from their jobs Clearly link rewards to individual performance Empower employees to make decisions which enhance expectancy perceptions
3.2
29
How Rewards and Goals Affect Motivation
After reading these sections, you should be able to: 4. explain how reinforcement theory works and how it can be used to motivate. 5. describe the components of goal-setting theory and how managers can use them to motivate workers. 6. discuss how the entire motivation model can be used to motivate workers.
30
Reinforcement Theory
Components of Reinforcement Theory
Schedules for Delivering Reinforcement
Motivating with Reinforcement Theory
4
31
Reinforcement Theory
Reinforcement Theory A theory that states that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequencesor not followed by positive consequenceswill occur less frequently.
4
32
Reinforcement Contingencies
Positive reinforcement desirable consequence strengthens behavior Negative reinforcement withholding unpleasant consequence strengthens behavior Punishment unpleasant consequence weakens behavior Extinction no consequence weakens behavior
4.1
33
Adding Reinforcement Theory to Model
4.1
34
Schedules for Delivering Reinforcement
Continuous
Intermittent
4.2
35
Continuous Reinforcement Schedules
Continuous Reinforcement Schedule A schedule that requires a consequence to be administered following every instance of a behavior.
4.2
36
Intermittent Reinforcement Schedules
Fixed Variable
Consequences follow behavior after different times that vary around an average time
Interval (Time)
Consequences follow behavior after a fixed time has elapsed
Consequences follow Ratio a specific number of (Behavior) behaviors
Consequences follow a different number of behaviors that vary around an average number
4.2
37
Motivating with Reinforcement Theory
Identify, measure, analyze, intervene, and evaluate Dont reinforce the wrong behavior Correctly administer punishment at the appropriate time Choose the simplest and most effective schedule of reinforcement
4.3
38
Goal-Setting Theory
Goal-Setting Theory relates to the basic model: desire to meet a goal prompts effort.
Effort
Initiation Direction Persistence
Performance
5
39
Goal-Setting Theory
Goal Specificity the clarity of goals Goal Difficulty how challenging goals are Goal Acceptance how well goals are agreed to or understood Performance Feedback information on goal progress
5.1
40
Adding Goal-Setting Theory to Model
5.1
41
Motivating with Goal-Setting Theory
Assign specific, challenging goals Make sure workers truly accept organizational goals Provide frequent and specific performancerelated feedback
42
5.2
Motivating with the Integrated Model
Motivating with the Basics
Motivating with Expectancy Theory
Motivating with Equity Theory
Motivating with Goal-Setting Theory
6
Motivating with Reinforcement Theory
43
Motivating with the Integrated Model
6
44
